Assignment 2

Date of Submission: 25-02-11

Marks: 30 marks
Individual or Group-print out submission:

1.Plan and design CSR Projects for a Apparel mfg company. Ur report should cover theTriple
Bottom line and conform to the Three principles of CSR. Inlcude the budget aspects and time
frame for the entire CSR activities. Give a brief account of the company you are referring to
or you may present a imaginary company with its loaction, nature of local community, plant
capacity, no.of m/cs, no of Workers/ staff, Annual Turn Over etc.

Try to concentrate Technology related initiatives addressing sustainabilty.

Do this Assignment with genuine interest, which will be beneficial to ur career in a lot of
ways.

All the Best!

Arivoli.N
Asst.Professor-DFT

Assignment 2
HRM
Individual Handwritten Submission
Date of Submision: 22-02-11 Tuesday 10 Marks
Answer the following :

1. List the various steps involved in Selection Process. (1Page)

2. List various sources of Recruitment and Factors affecting Recruitment. Explain the
Recruitment process being adopted in any organization you are familiar with. (2 Pages)
3. What do these acts enforce and what are their benefits?
a) The Factory Act 1948 (Sections 44 to 49) 2 Pages
b) Minimum wages Act 1948 (Half Page)
c) Payment of Wages Act 1936(Half Page)
d) The Workman Compensation Act 1948(Half Page)
e) Trade Union Act 1926(Half Page)
f) Industrial Disputes Act 1947-1 (Half Page)
 g) Contract Labour (Regulation and abolition Act) 1986(Half Page)
h) Maternity Benefit Act 1961(Half Page)
i) Equal Remuneration Act 1976(Half Page)
Regards,
Ari
FACTORY ACT

44. FACILITIES FOR SITTING. - (1) In every factory suitable arrangements for sitting
shall be provided and maintained for all workers obliged to work in a standing position, in
order that they may take advantage of any opportunities for rest which may occur in the
course of their work.

(2) If, in the opinion of the Chief Inspector, the workers in any factory engaged in a particular
manufacturing process or working in a particular room are able to do their work efficiently in
a sitting position, he may, by order in writing, require the occupier of the factory to provide
before a specified date such seating arrangements as may be practicable for all workers so
engaged or working.

(3) The State Government may, by notification in the Official Gazette, declare that the
provisions of sub-section (1) shall not apply to any specified factory or class or description of
factories or to any specified manufacturing process.

45. FIRST AID APPLIANCES. - (1) There shall in every factory be provided and
maintained so as to be readily accessible during all working hours first-aid boxes or
cupboards equipped with the prescribed contents, and the number of such boxes or cupboards
to be provided and maintained shall not be less than one for every one hundred and fifty
workers ordinarily employed at any one time in the factory.

(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.

(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible person
who holds a certificate in first-aid treatment recognized by State Government and who shall
always be readily available during the working hours of the factory.

(4) In every factory wherein more than five hundred workers are ordinarily employed there
shall be provided and maintained an ambulance room of the prescribed size, containing the
prescribed equipment and in the charge of such medical and nursing staff as may be
prescribed and those facilities shall always be made readily available during the working
hours of the factory.

46. CANTEENS. - (1) The State Government may make rules requiring that in any specified
factory wherein more than two hundred and, fifty workers are ordinarily employed, a canteen
or canteens shall be provided and maintained by the occupier for the use of the workers.

(2) Without prejudice to the generality of the foregoing power, such rules may provide for -
(a) the date by which such canteen shall be provided;
(b) the standards in respect of construction, accommodation, furniture and other equipment of
the canteen;

(c) the foodstuffs to be served therein and the charges which may be made therefor;

(d) the constitution of a managing committee for the canteen and representation of the
workers in the management of the canteen;

(dd) the items of expenditure in the running of the canteen which are not to be taken into
account in fixing the cost of foodstuffs and which shall be borne by the employer;

(e) the delegation to the Chief Inspector, subject to such conditions as may be prescribed, of
the power to make rules under clause (c).

47. SHELTERS, REST ROOMS AND LUNCH ROOMS. - (1) In every factory wherein
more than one hundred and fifty workers are ordinarily employed, adequate and suitable
shelters or rest rooms and a suitable lunch room, with provision for drinking water, where
workers can eat meals brought by them, shall be provided and maintained for the use of the
workers : Provided that any canteen maintained in accordance with the provisions of section
46 shall be regarded as part of the requirements of this sub-section : Provided further that
where a lunch room exists no workers shall eat any food in the work room.

(2) The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall be
sufficiently lighted and ventilated and shall be maintained in a cool and clean condition.

(3) The State Government may - (a) prescribe the standards in respect of construction,
accommodation, furniture and other equipment of shelters, rest rooms and lunch rooms to be
provided under this section;

(b) by notification in the Official Gazette, exempt any factory or class or description of
factories from the requirements of this section.

48. CRECHES. - (1) In every factory wherein more than thirty women workers are
ordinarily employed there shall be provided and maintained a suitable room or rooms for the
use of children under the age of six years of such women.

(2) Such rooms shall provide adequate accommodation, shall be adequately lighted and
ventilated, shall be maintained in a clean and sanitary condition and shall be under the charge
of women trained in the care of children and infants.

(3) The State Government may make rules - (a) prescribing the location and the standards in
respect of construction, accommodation, furniture and other equipment of rooms to be
provided, under this section;

(b) requiring the provision in factories to which this section applies of additional facilities for
the care of children belonging to women workers, including suitable provision of facilities for
washing and changing their clothing;

(c) requiring the provision in any factory of free milk or refreshment or both for such
children;
(d) requiring that facilities shall be given in any factory for the mothers of such children to
feed them at the necessary intervals.

49. WELFARE OFFICERS. - (1) In every factory wherein five hundred or more workers
are ordinarily employed the occupier shall employ in the factory such number of Welfare
officers as may be prescribed.

(2) The State Government may prescribe the duties, qualifications and Conditions of service
of officers employed under sub-section (1).

Minimum wages Act 1948

Legislative protection for workers to receive a minimum wage, can be considered as the hall
mark of any progressive nation. It is one of the fundamental premises of decent work. In
India, the Minimum Wages Act, 1948 provides for fixation and enforcement of minimum
wages in respect of scheduled employments.

The Act aims to prevent sweating or exploitation of labour1( According to the NSSO (2004-
05) 61st round, around 395 million workers (86%) out of the total workforce of around 457
million workers constitute the unorganized/informal sector. In fact 7% of those employed in
organized sector has been identified as informal workers raising the toll of informal sector to
422 million (92%). )through payment of low wages by ensuring a minimum subsistence wage
for workers. The Act also requires the appropriate government (both at Centre and States) to
fix minimum rates of wages in respect of employments specified in the schedule and also
review and revise the same at intervals not exceeding five years.

Currently, the number of scheduled employments in the Central sphere is 45 whereas in the
States sphere the number is 1596 (when all states are counted). With effect from November
2009, the National Floor Level of Minimum Wage has been increased to Rs 100 per day from
Rs 80 per day (which was in effect since 2007).

Since the respective state governments have been empowered to independently fix minimum
wages, disparities between wages in neighboring states are common. In order to reduce this
problem and bring comparability the Central government has set up 5 regional committees
(table below)2 for harmonization of minimum wages.

FREQUENTLY ASKED
MINIMUM WAGES AS PER LAW
QUESTIONS
Yes, there is a separate minimum wage legislation in India. Minimum
Is there a separate minimum wage
Wages Act, 1948 is an Act to provide for fixing minimum rates of wages
legislation in India?
in certain employments and it extends to the whole of India.
There exists more than one minimum wages in India. As per Section 2 of
Do one or more minimum wage/s,
the Act and Section27, 28 it is mentioned that State as well as Centre has
exists in India?
the power to form Minimum Wage rates
At what level are minimum wage In India, minimum wages are declared at national, regional, sectoral and

determined?
On what basis is/are minimum
wage/s declared?
In case of daily/weekly/monthly
minimum wage, are number of
working hours considered while
fixing minimum wages?
Who all are involved in setting
minimum wages?
How are upratings (adjustments) As per Section 9 of the Act uprating are based on decision jointly made by
of minimum wage/s decided upon? the Government, employer and trade union representatives
Which are the components of
minimum wages in India?
How frequently is the fixed
component of minimum wages
updated?
How frequently is the variable
component of minimum wage
updated?
What are the yardsticks on which
minimum wage revisions are
based?
The national poverty line is Rs. 356.30 in rural areas and Rs. 538.60 in
What is the national poverty line?
urban areas, per capita per month as updated by all-India poverty lines
(In national currency)
2004-05
How often is poverty line updated?
When was poverty line last
updated?
What is the percentage of
minimum wage relative to the
current poverty line?
How is minimum wages
compliance regulated?
occupational or skill level. As per Section 3 of the Act minimum rates of
wages may be fixed at national & state level. Also, Section 3 (3) of the
Act specifies that minimum rates of wages may be fixed for different
skills and occupations
Minimum wages in India is declared on daily, hourly, and monthly basis.
As per section 3 (b) of the Act defines that Minimum Wages are as per the
piece rate, hour rate, and monthly rate as well
As per Section3 (14) (b) of the Act there has not been any specific time
period. But may be in accordance to the period fixed under section 4 of
the Payment of Wages Act, 1936 (4 of 1936)
As per Section 9 of the Act uprating are based on decision jointly made by
the Government, employer and trade union representatives
Minimum wages in India has both fixed and variable component. Section
4 mentions that minimum wages may be inclusive of basic pay and with
special allowance on which it is based.
Fixed component of minimum wages are updated in more than 2 years.
Section 3 of the Act mentions that the period for revision of fixed
component of minimum wages can be anywhere within 5 years of its
fixation.
variable component of minimum wages are updated at irregular time lags.
Section 4 of the Act mentions that the special allowance rate should be
adjusted at such intervals and in such manner as the appropriate
government may direct
Section 4 of the Act mentions that Minimum wages are based on basic
wages and cost of living index. The yardsticks on which minimum wage
is revised are: (a) Three consumption units per earner, (b) Minimum food
requirement of 2700 calories per average Indian adult, ( c ) Cloth
requirement of 72 yards per annum per family, (d) Rent corresponding to
the minimum area provided under the Government's Industrial Housing
Scheme (e) Fuel, lighting and other miscellaneous items of expenditure to
constitute 20 % of the total Minimum Wages (f) Children education,
medical requirement, minimum recreation including festivals/ceremonies
and provision for old age, marriage etc. should further constitute 25% of
the total Minimum Wage.
This scheme is included under Five Year plan as per the Planning
Commission of India. Hence, poverty line is updated in every 5 years.
Poverty line was last updated in the year 2004-2005
The percentage of minimum wage relative to the current poverty line is
581.65% (100*26/447*100). National Floor level of minimum wage (Rs
100 per person per day) has been used to calculate this figure. In order to
derive monthly minimum wage, Minimum Wage rate is multiplied by 26
(number of work days in a month). National poverty line is calculated by
taking an average of the rural and urban poverty line (Rs 447 per person
per month).
As per section 19 of Minimum Wages Act, 1948 the appropriate
government may by notification in the Official Gazette appoint such
 persons as it thinks fit to be Inspector for the purposes of this Act and
define the local limits within which they shall exercise their functions.
In case of non compliance, fines, imprisonment and payment of arrears
can be applied as per law. Section 22 of the Act mentions that if any one
Which legal sanctions can be
contravanes the rules formed under the Act he may be punished to pay
applied if compliance is lacking?
fine, imprisonment which may extend to period of six months or payment
of arrears by the employer to the employee.
Are employer and/or trade union
representatives involved in Information pertaining to this is not specified in the Minimum Wage Act.
compliance procedures?
In case individuals earn less than specified minimum wages, they can
complain to Labour Inspectorate coordinates or Trade Union Coordinates.
As per section 19 of Minimum Wages Act, 1948, government may
To whom/where can individuals appoint such person as it thinks fit to be Inspectors for the purposes of this
complain, if they think they are Act. As per section 20 (2) of Minimum Wages Act, 1948 it mention that
earning less than minimum wages. employee can make complain in writing by himself or through any legal
practitioner or any official of a registered trade union authorised to act on
his behalf or any Inspector or any person acting with the permission of the
authority

The Industrial Disputes Act, 1947

The Industrial Disputes Act, 1947, was enacted in 1947. Few provisions of the Act are
derived from the Trade Dispute Act, 1929. It provided for formation of two types of
institutions to promote industrial peace, namely, the Works committees and the
Industrial Tribunals.

The committees comprise of the representatives of workers and employers. It aims to

promote harmonious relations and smooth the communication process between the
parties. The tribunals were empowered to address industrial disputes.

The International Labor Organization (ILO) is the international body that addresses labor
issues and promotes labor rights. Further, it upholds the principle 'labor is not a
commodity' and calls for equal, fair and dignified treatment to workers at workplace

The object of the Act is to make provisions for investigation and settlement
of industrial disputes. However, it makes other provisions in respect of lay
off, retrenchment, closure etc. The purpose is to bring the conflicts between
employer and employees to an amicable settlement.The Act provides
machinery for settlement of disputes, if dispute cannot be solved through
collective bargaining.

nitial screening interview

2. completion of the application form
3. employment tests
4. comprehensive interview
5. background investigation
6. conditional job offer
7. medical/physical exam
8. permanent job offer

Payment of Wages Act, 1936

It applies in the first instance to the payment of wages to persons employed in any
factory, to persons employed (otherwise than in a factory) upon any railway by a railway
administration or, either directly or through a subcontractor, by a person fulfilling a
contract with a railway administration, and to persons employed in an industrial or other
establishment specified.

Responsibility for payment of wages

Every employer shall be responsible for the payment to persons employed by him of
all wages required to be paid under this Act:

Provided that, in the case of persons employed (otherwise than by a contractor)-

(a) in factories, if a person has been named as the manager of the factory

(b) in industrial or other establishments, if there is a person responsible to the employer

for the supervision and control of the industrial or other establishments

(c) upon railways (otherwise than in factories), if the employer is the railway
administration and the railway administration has nominated a person in this behalf for
the local area concerned.

The person so named, the person. so, responsible to the employer, or the person so
nominated, as the case may be; [shall also be responsible] for such payment.

Fixation of wage-periods.

(1) Every person responsible for the payment of wages under section 3 shall fix periods
(in this Act referred to as wage periods) in respect of which such wages shall be payable.

(2) No wage period shall exceed one month