Académique Documents
Professionnel Documents
Culture Documents
• Mines -Q.A.B,Q.E,Q.SEB
• Proposed mines -Q.NED,Q.C-D.
• Washeries -Two
- Washery-II –of capacity-M.T.P.A
-Washery-III- OF CAPACITY(,,)
• Leave (50 of the mine act 1952):- For the purpose of this chapter leave shall
not include weekly days of Rest, or holidays or festival or other similar occasions
weather occuring during or at either end period of leave.
Annual leave wages (52 of the mine Act 1952):-
• (a) Every person employed in a mine who has completed a calender year‟s service therein shall
during the subsequent calender year leave with wages, calculated- 1) In case of a person
employed below ground, at the rate of one day for every fifteen day of work performed by him.
• 2) In any other case, or in O/C working at the rate of one day for every twenty days of work
performed by him.
• Wages during the leave period(53 of mine Act 1952):- For the leave allowed to a person
employed in a mine under sec. 52, he shall be paid at a rate equal to the daily average of his
total full- time earnings for the days on which he was employed during the month immediately
preceding his leave, exclusive of any overtime wages and bonus, but inclusive of any dearness
allowance and compensation, in case including such compensation, if any accuring through the
free issue of foodgrain and other articals as person employed in the mine, for the time being be
entitle to.
Provided that if no such average earning are available, then the
average shall be computed on the basis of daily average of the total full time earning of all
person similarly employed for the same month.
• Extra wages for overtime:- Have been given in the rule no. 60 of mine rule-
1955 and section 33 of mine Act 1952.
• 1)Where in a mine a person works above ground for more than nine hours in a
day , or works below ground for more than eight hours in a day, or works for
more than forty eight hours in a week weather above ground or below ground, he
shall in respect of such overtime work be entiteld to wage at the rate of twice his
ordinary rate of wage, the period of overtime work being calculated on a daily
basis or weekly basis weather is more favourable to him.
• 2)Wherer any person employed in a mine is paid on piece- rate basis, the time-
rate shall be taken as equivalent to the daily average of his full- time earning for
the days on which he actually worked during the week immediately preceding
the week in which overtime work has been done, exclusive of any overtime, and
such time rate shall be deemed to be the ordinar rate of wages of such person.
Provided that if such person has not worked in the
preceding week on the same or identical job, the time of rate shall be based on the
average for the days he had worked in the same week excluding the overtime or
on the daily average of his earning in any preceding week, whichever is higher.
• Weekly days of rest:- has been provided in sec28 of mine Act 1952 is as
follows:- No person shall be allowed to work in a mine of more than six days in
any one week,
Weekly days of rest also given in rule no.47 of mine rule1955 that „ A
day of rest for any person shall mean a period of rest at least 24 consecutive
hours.
• Drinking water:- Provision for drinking water has been made in the sector 19
of the mine act 1952. It has been stated in this act that every effective
arrangement shall be provided to provide and maintain at suitable points a
sufficient supply of coal and whole some drinking water for the workers.
For person working below ground in O/C working some
suitable alternative arrangement shall be made in liew of drinking water being
provided and maintain at suitable point.
All such points shall have visible marking of “DRINKING
WATER” in a language mostly understood by workers place/ urinal or latrine
otherwise approved by C.I.M.
So far as the quantity of drinking water is concern we can
refer the rule 10 of the mine rule 1955 wherein it has been stated that there
should be a provision of atleast 2 liter of drinking water for every person
employed in the mine at any time.
• Again where 100 or more person are employed either above ground or in O/C
working at one time, the drinking water shall be effectively cool by mech or
other means.
• No charge shall be made for drinking water so supplied.
Regarding storage of drinking water we may refer to rule 31 of mine rule
1955. Wherein are as follows:-
A) Tape connected to the constant water supply system.
B) If above method is not suitable water may be kept in a suitable vessel which
should be cleaned and refiled every day.
C) Step should be taken to keep the water always in hygene condition.
If the sources of drinking water in not public supply
system, a fitness certificate of the water for human consumption should be
procured from a competant health authority.
Where worker allowed to work with high wet belt
temp.(more than300), the scale of supply of drinking water shall be three(3)
liter per person employed.
Duty hours-(30 of the mine act 1952):-
• a) No person allowed to work for more than 48 hours in any week
or for more then 9 hours in any day.
• b) The period of work along with the rest interval should not be
more then 12 hours and shall not work for more then 5 hours at a
stretch.
EX 7A.M to 12.00 noon - Morning working hours.
12.00 to 2.00 P.M - Lunch break.
2.00 to 5.00 A.M – Afternoon working hours.
• C) Person belonging to two or more shift not be allowed to do
work of the same kind above ground at the same time.
The provision of canteen in a mine falls under the welfare amenities to be
provided under the mine rule 1955. In accordance with the provision of rule
no. 64 of the above mentioned rule, the owner management and manager of
the mine shall have to provide a canteen if more than 250 person are
ordinanily employed in the mine.
Provided that the condition at any mine, so require the
D.D.M.S. direct that other suitable arrangement of serving food, drinking
for work person be provided in addition to the canteen.
Some time if D.G.M.S. or D.D.M.S. is satisfied one canteen
may serve for two or more neighbouring mine.
For proper running of the canteen, rule also provided for
standard of the canteen, the furniture and equipment to be provided , its
cleanless, maintenance and provision of staff, the canteen managins
committee, price to be charged and account to be maintend.
• Standard of canteen:-
• 1) Construction in accordance with plan and specification approved.
• 2)Situated more then 15m. away from latrine, urinals.
• 3) Properly lighted.
• 4) Provision of separate washing place for female to secure privacy.
• 5)Properly white washed and/ colour washed.
• 6)Provided drain for wast water.
Price to be charged:-
1) This should be based on non- profit basis .
2) Price list should be displaced.
General
Manager(WB)
Codified Punishment:
Sleeping on duty:
1st Offence - Suspension for 1 day
2nd Offence - Suspension for 10 days
3rd Offence - Dismissal
Sleeping on duty (for security personnel):
1st Offence - Suspension for 10 days
2nd Offence - Dismissal
False impersonation -Dismissal
Abetment of false impersonation - Dismissal
Tempering with Co‟ s record - Dismissal
Falsifying Co‟ s record - Dismissal
Any other act of theft, fraud, dishonesty - Dismissal
Habitual late attendance (not reporting for duty within half an hour from
beginning of the shift):
1st Offence - Suspension for 5 days
2nd Offence - Suspension for 10 days
3rd Offence - Dismissal
Unauthorised construction:
1st Offence - Suspension for 10 days
2nd Offence - Dismissal
(a) “Employees” means all work people male or female employed above ground or underground
either directly by the company or under a contractor or contractors except those who come
within the category of Officers of the company or those whose basic pay exceeds Rs.300/- per
month.
(b) The “Company” means West Bokaro Ltd., Mg: Agent. Anderson Wright Ltd., West Bokaro
Colliery P.O. Ghatotand (Hazaribagh)
(c) The “Manager” means the Manager of the mine or Acting Manager for the time being
appointed in accordance with the provision of the Indian mines Act, 1923.
• (D) The “Contractor” means contractor appointed by the company but does not include
commission contractor.
• (e) The masculine includes the feminine.
• (f) Employees shall be classed as (1) Permanent (2) Probationers (3) Badlis or substitutes (4)
Temporary (5) Apprentices.
• (g) A “Permanent” employee is one who is appointed for an unlimited period or who has
satisfactorily ;put in 6 month‟s continued service in a permanent post as a probationer.
• (h) A “Probationer” is one who is provisionally employed to fill a permanent vacancy and has
not completed 6 month‟s service in that post. If a permanent employee Is employed as a
probationer in a new post he may, at any time during the probationary period not exceeding 6
months, be reverted to his substantive post.
• (i) A “Badli” or “Substitute” is one who is appointed in the post of a permanent employee or
probationer who is temporarily absent.
• (j) A “Temporary” employee is one who is engaged for work which is an essentially temporary
character or which is likely to be finished within a limited period. .
• (k) “Attendence” means presence of the workman concerned at the place or places where by the
terms of his employment he is require to work; but does not include such presence where he,
though present in such place, refuses, in pursuance of a stay- in strike or for any other cause
which is not reasonable in the circumstances, to carry out his work.
• (1) An “Apprentice” is a learner who is paid allowance during the period of his training either
from the date he is taken on or on expiry of any probationary period.
• (2) Notification to employees regarding period an hours of work shall be posted at the office
of the mines in accordance with the chapter VI of the Indian mines Act.
• (3)Notice specifying holidays, pay days and wage rates payable to all classes of workers shall
be posted at the office of the mine.
• (4) Payment of wages to a contractor‟s employees shall be witnessed by an official of the
company deputed for the purpose in writing. Dearness Allowance shall be paid to every
individual employee of a contractor and not the contractor.
• (5) Any wages due to the employee but not paid on the usual pay day on account of their
being unclaimed shall be paid by the company or the contractor as the case may be on such
unclaimed wage pay day in each week as may be notified to the employee and following day
on which a substantiated claim was presented by the employee or on his behalf by his legal
representative provided that such claim is submitted within 12 months from the date on
which the wages become due to the employee.
• (6)Weekely and daily rated employee shall receive overtime payment at 11/2
times the normal daily rate for work on the weekly rest day, recognised
holidays and for overtime work at others day. Those monthly paid employees
who are entitled to receive payment shall receive overtime payment at the
rate of 1 1/2 times of 1/26th of their monthly basic wage inclusive of dearness
allowance for work on the weekly rest day recognised at the colliery.
• (7)Daily wage in this connection consists of the basic wage plus the approved
rate of dearness allowance.
• (8)Shift working notices shall be posted at the office of the mine in
accordance with chapter VI of the Indian mines Act.
• (9)All employees shall be at work on the colliery at the times fixed and
notified to them. An employee attending late shall be liable to be absent and
have his wages dedcuted for the period of lateness.
• (10)Any employee who, after going underground or after to his work in the
department in which he4 is employed, is found absent from place or places of
work during working hours without permission from the appropriate
authority or without any sufficient reason, shall be liable to be treated as
absent for his absence and renders himself liable for misconduct.
• (11)Any direct employee of the company other than a miner or loader who
desires to obtain leave of absence shall in writing to the head of his
department or the Manager of the Colliery. Employees who due to illiteracy
do not apply in writing must apply verbally. If the employee remains absent
beyond the leave originally granted or subsequently extended he shall lose his
lien on hid appointment unless:
• (a) he returns within 8 days of the leave, and
• (b) gives an explanation to the Manager of his inability to the return
before the expiry of leave. In case the employee loses his lien on the
appointment he shall be entitled to be kept on the “Badli” list.
• If leave is refused or postponed, the fact of such refusal or postponement
and the reason therefore shall be recorded in writing in a leave register to be
maintained for this purpose and if the employee so desire, a copy of such entry
in the register shall be supplied to him.
• (12) Notwithstanding anythi9ng mentioned above, any employee who
overstays his sanctioned leave or remains absent withotut properly approved
leave will render himself liable for disciplinary action.
• (13)Continuous service for a period of 12 months on the colliery will qualify a
monthly paid employee for a period of 14 day‟s and a weekly paid employee,
miner or other underground piece rated workers for 7 day‟s leave, on full
average pay or wages as the case be.
• EXPLANATION
• A monthly, weekly and daily paid employee or surface piece worker shall be
deemed to have completed 12 month‟s continuous service if he has during the
said 12 months put in not less than 265 attendance.
• A miner or underground piece worker shall be deemed to have completed 12
month‟s continuous service if he has during the said 12 months put in not less
than 190 attendances.
• PROVIDED nevertheless no employee or worker shall be entitled to leave
with pay if he has during the qualifying period of 12 months taken part in an
illegal strike.
• (14) Such leave shall be granted during the 12 months following the
qualifying period of 12 month‟s continuous service. And the time at which
such leave shall be granted shall be at the discretion of the company.
Accumulation of leave up to 28 days shall be allowed only in the case of
• Monthly paid employees and in case of weekly paid employees such an accumulation shall be
allowed up to a period of 14 days.
• (15) Leave pay for a miner or other underground piece worker shall be computed on the basis
of his daily average earning for the preceding thirty days prior to his leave and should such
average earning not be available, then it shall be computed on the basis of the daily average
earning of all the workers of the same category, for the same month. For the purpose of such
computation the cash value of any free issue of food and any cash computation drawn by the
workers during the said month shall be similarly averaged and shall be taken into account.
• (16)Leave pay for a time rated weekly paid worker shall be computed on his normal daily
wage during the week preceding his leave. The cash value of any free issue of food and any
cash compensation drawn by the worker shall be taken into account.
•
(17)Six day‟s pay computed as above shall be payable to the worker of which 50% shall be
paid to him before he proceeds on leave.
• (18)Leave pay in the case of the categories of employees shall be computed on the same basis
as in rule 15 for a miner.
• (19) Nothing shall limit the free discretion of the company to refuse, revoke
or curtail the leave subject to the exigencies of the company‟s work. No
salary in lieu of the leave shall be allowed.
• (20) Quarantine leave shall be granted to an employee who is put off from
duty because of his coming into contact, though no fault of his own, with a
person suffering from a contagious diseases. The leave shall be granted for
such period as is covered by a certificate from the Medical Officer of the
colliery. Payment for the period of quarantine leave shall be at the rate of
sick Khorakhi. Quarantine leave cannot be claimed if a worker has refused to
accept, during the previous three months, prophylactic treatment for the
disease in question.
• (21)For terminating employment whether by the management or by an
employee notice shall be given in writing by the partly concerned.
(a) One month‟s notice for monthly paid staff
(b) One week‟s notice for weekly paid employees.
(22) The Management may make payment of wages for this purpose include
dearness allowance but exclude food and other concessions for the
appropriate period in lieu of notice. When an employee draw wages on piece
rate his weekly wages shall be computed on the average daily earning of such
employee for the days actually worked during the pervious wage period
where the actual earning for that period are not known.
• (23) No temporary employee whether monthly paid or piece rated or probationer or substitute
whether monthly or weekly paid shall be entitled to any notice or pay in lieu thereof if his
services are terminated.
• (24) If any permanent employee leaves services without notice he shall be sued for damages.
• (25) The company may at any time or times in the event of underground trouble, fire,
catastrophe, breakdown of machinery or stoppage of power supply, epedemics, civil
commotion, or other cause beyond the cpontrol of the company stop any section or sections of
the colliery wholly or partially, for any period or periods without notice and without
compensation in lieu of notice.
• In the event of such stoppage during working hours the employees
affected shall be notified by notice put up on the notice board in the departments concerned
or at the office of the Manager as soon as practicable.
• Compulsory leave with pay shall be given to the extent of any privilege
leave due to the employees. If no privilege leave is due to the compulsory leave will be
without pay but the period will count as qualifying service in so far as Provident Fund
membership or gratuity is concerned.
• (26) All workmen are liable to be transferred from one department to another or from one
station to another or from one colliery to another under the same management provided
such transfer does not cause any prejudice to their wages and other conditions of services
and provided that are reasonable notice is given of such transfer.
• (27) An employee may be suspended, fined or dismissed without notice or any
compensation in lieu of notice if he is found to be guilty of misconduct, provided that
suspension, without pay, whether as a punishment or pending an enquiry, shall not exceed
ten days,.
The following shall denote misconduct:
(a) Willful insubordination or disobedience, whether alone or in combination with another or
others, of any lawful or reasonable order of superior.
(b) Theft, fraud or dishonesty in connection with the company‟s business or property.
(c) Taking or giving bribes or any illegal gratification whatsoever.
(d) Habitual late attendance and habitual absence without leave or without sufficient cause.
(e) Drunkeness, fighting, riotous or disorderly or indecent behaviour.
• (f) Habitual negligence or neglect of work.
• (g) Habitual indiscipline.
• (h) Smoking underground and within the colliery area in places where it is prohibited.
• (i) Causing damage to work in progress or to property of the company.
• (j) Sleeping on duty.
• (k) Malignering or slowing down work.
• (l) Acceptance of gift from subordinate employees.
• (m) Lending money to or borrowing from subordinate employees.
• (n) Writing of anonymous letters criticising a superior officer of the company.
• (o) Conviction in any court of law for any criminal offence involving moral turpitude.
• (p) Continuous absence without permission and without satisfactory cause for more than 10
days.
• (q) Giving of false information regarding his name, age, father‟s name,qualifications or
previous service at the time of employment.
• (r) Leaving work without permission.
• (s) Any breach of the Indian Mines Act, or any other Act, or of any rules or bye-laws
thereunder, or of standing orders.
• (t) Abetment of, or attempt or any of the above acts of misconduct.
• (28) No orders of punishment by way of suspension, dismissal or fine shall be made unless
the employee concerned is informed in writing of the alleged misconduct and is given an
opportunity to explain the circumstances alleged against him. The approval of the owner,
Agent or Chief Engineer of the company is required in every case of dismissal and when
circumstances appear to warrant it that Officer shall instiute separate independent enquiries
before dealing with the charges against an employee. During the period enquiries made on
account of alleged misconduct the employee concerned shall be suspended.
• (29) If on enquiry the order is confirmed or modified, the employee shall be deemed to be
absent from duty for the period of suspension and sahll not be entitled to any remuneration
for such period. If, however, the order is rescinded the employee shall be deemed to be on
duty during the full period of suspension and shall be entitled to the same wages as he
would have received if he had not been suspended.
• (30) Employees who had been allotted company‟s quarter shall observe all
rules, regulation, and condition made by the company from time to time
concerning the use by employees of such quarter.
• (31) Such employees shall observe all instruction and orders issued by the
Medical Officer for the maintenance of sanitation, cleanliness and public
health.
• (32) Addition or alterations, or erection of any temporary or permanent sheds
shall not be made without the written permission of the Manager, or other
Officer of the colliery authorised in this behalf.
• (33) The company shall have the right to transfer an employee from quarters
allotted to him for the use, to the other quarters, and also the right require
him to give up such quarters when so required by the company.
• (34) The use of the company‟s quarters is conditional on the employee being in
the service of the company. On termination of the service of the employee for
any cause whatsoever, he shall give up his quarters immediately and will be
liable to be removed if he fails to do so. In no event can an employee be
entitled to any notice for giving up the quarters which shall at all times be
deemed to be within the control of the company.
• (35) Breach of any of the above orders concerning quarters shall be deemed misconduct, and
liable to punishment.
• (36) All complaints arising out of employment including those relating to unfair treatment
or wrongful exaction on the part of the employer or his servant shall be submitted within 30
days of such cause of complaint to the Manager of the colliery with right to appeal to the
owner, Agent or Chief Mining Engineer. Any appeal to higher Authority shall be made
within 30 days of the decision of the employer.
• (37) The Manager of the colliery shall personally be held responsible for the proper
enforcement of these standing orders provided that where a Manager is overruled by his
superior he shall not be deemed to be responsible for the decision so taken.
• (38) Every permanent employee shall be entitled to a service certificate at the time of leaving
service, dismissal or discharge.
• (39) A copy of these orders in English and also in the principal regional languages of the
local area in which the colliery is situated shall be postee at the Manager‟s Office and in
such other place on the colliery as the company may decide and shall be kept in a legible
condition.
• MISSION
• THE MISSIONOF DGMS IS REQUIRED IS REDUCTION IN RISK
OCCUPATIONAL DISEASES AND CASUALTY TO PERSONS
EMPLOYED IN MINES, BY DRAFTING APPROPRIATE
LEGISLATION AND SETTING STANDARD, BY OVERSEEING
COMPLIANCE THEREOF AND THROUGH A VARIETY OF
PROMOTIONAL INITIATIVES AND AWARENESS
PROGRAMMES CREATING AN ENVIROMENT WHERE SAFETY
IS GIVEN DUE PRIORITY .
• VISION
• TO ENSURE NATIONALLY ACCEPTABLE AND
INTERNATIONALLY COMARABLE STANDARD OF
OCCUPATIONAL HEALTH, SAFETY AND WELFARE FOR
EMPLOYEES IN THE INDIAN MINES.
• OFFICES OF DGMS
DHANBAD (Head quarter)
DELHI
AJMER
UDAIPUR
JABALPUR
NAGPUR
HYDERABAD
GOA
BANGLORE
GUWAHATI
CALCUTTA
BHUBANESWAR
NELLORE
CHENNAI
• ROLE &FUNCTIONS OF DGMS
• By drafting appropriate legislation and settings standards, by overseeing compliance thereof
as intensively as its resources permit and through a variety of promotional initiatives and
awareness programmes the Officers of DGMS exercise Preventive as well as educational
influence over the mining industry. DGMS is also promoting the concept of „ self-
regulation‟ as well as „workers‟ participation in safety management‟ and , with changing
scenario, attempting to superimpose its traditional role of seeking compliance by legal
sanctions and work prohibition optimally with advisory and other safety promotional
initiatives, thereby creating an enviroment in which safety is given due priority.
• CAUSES OF FIRE:
1) Careless smoking.
2) Accumulation of rubbish.
3) Storage of inflamable liquids.
4)Defective eletrical appliances.
5)Open fire.
6) Naked lights.
7)Fire works.
• PRECAUTION AGAINST OUT BREAK OF FIRE:
• 1) As already discussed smoking is one of the cause of fire. We should have
an ash tray and use it at all the times. We should extinguish smoked
cigarette ends before throwing it on an open place.
SOURCE OF INJURY
1) Exposed moving parts machineries.
2) Heavy earth moving machinery.
3) Electricity
4) Steam, compressed air and boiler ash.
5) Water reservoirs, dam and ponds etc.
6) Explosive.
7) Running machine, conveyor, pumps.
8) Vehicles.
9) Electric.
10) Hand tools.
11) Chemicals.
12) Not good surfaces.
13) Height work.
14) Bricks, barrel, or container.
15) Door, windows or other fittings.
16) Ladder, stairway or steps.
17) Falling or flying ,materials.
18) Handling materials.
19) Rigging job (over or under load).
20) Pressure (Hydraulic, oil ,water or air pressure)
21) Fire accident.
22) Blasting.
23) Land sliding.
24) Inundation.
25) Gas accident.
25) Lightining.
26) Earth quake
27) Flood.
28) Premature collaps.
WORKING ENVIROMENT-
• For increasing safety, the working environment plays a very important
role. The workplace should always have sufficient light, proper ventilation,
be dust free, and noise free to concentrate on the work safety.
• WORK CULTURES:-
• A major to be safety, is to follow safe practice at work, correct tools for
the jobs, to have knowledge of the job, use of protective equipment etc.
1) Working carelessly.
2) Inmentally or physically unstable condition .
3) Identify the dangerous involved in a particular job.
4) We should never have tendency of trying to operate a system about which
we do not have the proper knowledge.
• 1. Carelessness of employee
• 2. Lack of knowledge
• 3. Over confidence
• 4. Not interest in work
• 5. Practice of fast working
• 6. Bad condition of machine
• 7. Bad condition of tools
• 8. Improper use of tools
• 9. Improper dress
• 10. Machine without guard
• 11. Avoiding of working method
• 12. Lack of supervision
• 13. Avoiding of instruction
• 14. Avoiding of safety materials
• 15. Not good mental or physical condition…
• 16. Shortage of resources
• 17. Communication gap
• 18. Interfering in job
• 19. Frequent change of duty place, job or shift
• 20. Work against rule and law (sleep, theft, damage etc)
• 21. Darkness or excess/poor lighting
• 22. Fire due to electric shot, leakage of gas or chemical etc
• 23. Unsafe blasting
• 24. Work near land sliding range
• 25. Work in open place during heavy rain & lighting
• 26. Premature collaps due to some reason
• 27. Inundation/flood
• 28. Failure of machine/components/tools or safety apparatus
• 29. Sudden attack like paralysis or heart attack
• 30. Earth quake
• KINDS OF ACCIDENTS
(1) MINOR- which result in minor injury to one or more person and enforced
absence for a period exceeding 24 hours and less than 72 hours.
(3) SERIOUS BODILY INJURY- An injury which involves the permanent loss
of any part of the body or the sight or heaving or any permanent physical
incapability or the fracture of any bone or joint.
According to a book, name “ Industrial Accident Prevention ” published by Sri Heinrich in 1931,
there are the three major causes of accident:
COST OF ACCIDENT
PERSONAL LOSS:
• Life loss.
• Body pain, family tension, physical inability stop of family progress.
• Unable to assist or face social challenges.
• Dark future.
v. Skill lost.
vi. Part of body lost or damaged.
vii. Custody, jail or punishment.
viii. Lost of human resources.
ix. Condemn by the people.
x. Social lost.
B. DIRECT COST
i. Providing salary to the injured person till cure.
ii. Medical cost.
iii. Payment of insurance, pension and compensation.
iv. Employment cost in case of medical unfit or death.
v. Compensation for other lives like human, animals and property damaged by
injured person.
vi. Production cost during accident took place.
vii. In case, no IOD, source of income close forever.
viii. Resource cost, if required from outside.
ix. Personal expenditure.
x. Legal cost (employee & employer)
xi. Fine, penalties or damage charge.
C INDIRECT COST
i. Cost of extra arrangement or repair.
ii. Cost of inspection, enquiry, stationary & traveling.
iii. Cost of time for unnecessary activities.
iv. Seal or ban by the Government or legal authorities.
v. Loss of credit, prestige, moral & public confidence.
vi. Cost of Government property due to fire, explosion or inundation.
vii. Tension, fear and bad psychological effect on employee.
• SOME CAUSES OF ROAD ACCIDENTS
• 1) Over speed driving.
• 2) Hitting an animal on the road – 1 to 5%.
• 3) Backing and parking – 30% accident caused due to this reason.
• 4) Tyre puncher.
• 5) Avoiding use of safety belt.
• 6) Fire.
• 7) Unauthorised driving/teen age boy or girl.
• 8) Drinking (alcohol) and driving.
• 9) Failure of break and steering.
• 10) Roll back of vehicle on high gradient.
• 11) Bad road condition/sleepri road. (skeed)
• 12) Over load than the capacity of vehicle.
• 13) Poor head light for night driving.
• 14) Low visibility and driving due to fog, snow, rain and bright sun.
• 15) Poor visibility due to dust problem.
• 16) Overtaking.
• 17) Avoiding safety helmet and shoe.
• 18) Accident near road breaker due to over speed.
• 19) Carelessness and over style.
• 20) Low air pressure in tire and triple riding.
• 21) Avoiding traffic rule.
• 22) Mechanical failure like – wheel out in running condition, breaking axel
or chain in bike.
• 23) Use of mobile phone while in running condition.
• 24) Over time duty.
• What is 5s
1) Shorting – Sort out unnecessary items in the work place & discard them.
2) Sanitizing – Maintain high standard of housekeeping and work place
organisation at all times.
3) Sweeping – Clean your work place completely so that there is no dust on
the floor, machine & equipments.
4) Systamatizing – Arrange necessary items in good order so they can be
easily picked up for use.
5) Self discipline – Train people to follow good house keeping discipline
autonomously.
• WHY DO WE NEED TO PRACTISE 5S
To create a pleasant work place.
To reduce equipment breakdown time and to increase operation
rate.
To avoid possible investment in new machinery and equipment.
To eliminate waste of time for searching and handling.
To reduce defects and identify causes of poor quality and initiate
corrective action.
To reduce maintenance cost of machines.
To make effective use of space.
To enhance safety.
To promote better team work.
To create better visibility of activities performed and result.
• WHERE DO WE START THIS 5S ?
At all work places, in shop floor and offices.
5S is to be adopted company-wide.
There is no place exempted from 5s activities in the organisation.