Presented By:Debojyoti Hati(121317) Mitalee Negandhi(121331) Sagar Bhayani(121345)

Industrial society is a complex and dynamic

society (consist of group, societies and institution) they are interrelated, however have different attitudes and perceptions. They are also being influenced by external environment.
We cannot ignore the working aspect of human

being, as working hour dominate most of our time

 Conditions in the product market Conditions in the labour or employment market. Relation between price of labor and performance

. System of negotiation laid out by the laws of the state .

 Shareholder Employee Government

 Labour law is the set of techniques and practices for intervention into particular kinds of market specifically markets that will reach sub-optimum results without such interventions because individuated actors cannot overcome collective action problem

MINIMUM WAGES ACT,1948. THE PAYMENT OF WAGES ACT,1936.

THE PAYMENT OF BONUS ACT,1965. THE EQUAL REMUNERATION ACT,1976.

THE FACTORIES ACT,1948 THE WORKING JOURNALIST AND OTHER NEWSPAPER EMPLOYEES ACT,1955 THE CONTRACT LABOR ACT,1970 THE SHOPS AND ESTABLISHMENT ACT

THE MATERNITY BENEFIT ACT,1961

The women employee should have worked for at

least 80 days in the 12 months immediately preceding the date of her expected delivery. The maximum period permitted is 12 weeks in all taken before or after the child birth The women is allowed to take maternity benefit for 84 days. Out of the 84 days the period before delivery should be maximum 42 days.

 To prohibit the engagement of children in certain

employments and to regulate the conditions of work or children in certain other employments.

An Act to regulate the employment of contract labour in certain establishments and to provide for its abolition in certain circumstances and for matters connected therewith.

 "Trade Union" means any combination, whether

temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers or between workmen and workmen, or between employers and employers, or for imposing restrictive conditions on the conduct of any trade or business. Trade unions are formed to protect and promote the interests of their members. Their primary function is to protect the interests of workers against discrimination and unfair labor practices.

Representation Negotiation Voice in decisions affecting workers Member services

(a) (b) (c) (d) Education and training Legal assistance Financial discounts Welfare benefits

 Personal Tolerance limit

Older employee seeks more job security

Insensitivity of management Peer pressure

Little bargaining power

Favouritism and Nepotism

All India Trade Union Congress (AITUC) Bharatiya Mazdoor Sangh (BMS) Centre of Indian Trade Unions (CITU) Hind Mazdoor Kisan Panchayat (HMKP) Hind Mazdoor Sabha (HMS) Indian Federation of Free Trade Unions (IFFTU) Indian National Trade Union Congress (INTUC) National Front of Indian Trade Unions (NFITU) National Labor Organization (NLO) Trade Unions Co-ordination Centre (TUCC) United Trade Union Congress (UTUC) and United Trade Union Congress - Lenin Sarani (UTUC - LS)

 Company:-BELEX POLYMERS-RAJKOT Established In 1990 Contact Person :- Mr. Dinesh Patel (Owner) Products:- L.D. Form ,Optical Brightener and

Milky master batches, H.M. bags, sheet and roll etc Turnover :- 2 Cr to 3 Cr 200000 kg per year No. of Labour :- 15- 20 Type of Labour :-Mostly non permanent

Purchase raw material Selling of finish good Ensure that timely payment being paid and received To maintain quality of production by frequently checking To maintain efficient and enough labour for production

For manufacturing units like us machinery and worker are just like hand and legs of our body. With out them not a single day work perform. So special care is taken for health and safety of worker. Likes Safety arrangement for each machines for avoiding accidents Health Insurance for permanent workers Management will give advance money for health related issue for workers. Allowing other workers in case of health related issue

3) .

According to him there are less significant of labour laws in his business. If owner and labour understand each other interest than there is no need of labour law. But they are following Minimum Wages, Bonus Act and Factory Act laws.

4)

Our factory is small scale industry. There is no major problem with workers but they need money every weak as a loan .if we do not give them then they run away to other units. So main issues with workers are related to money and long term availability.

5
For overcome money related issue we give them loan as per following bases like:Worker status in factory Past Record Reason for loan If he need loan for family use then we always grant. We recover loan from his salary but sometime loans remain out standing at time of worker leave factory.

6)

Our factory is small scale industries. There is no any worker union. Hence question of facing union leader do not arise yet now.

Our people management strategy is to hear each and every one out of them. We have to find interest, habits of them. Some work, business, financial matter are solved by knowing his interest and requirements. If we take interest in workers problems these will results in long term benefits like long retention period , less attraction due to money issue

 Responsible for 500 MW power plant at Ahmedabad

for
HR

IR
Welfare Training Administration legal compliance & court matters

 Safety Conviction Policy

Personal Protective Equipment

Standard Operating Procedure Pre-employment medical Check up & Periodic

Medical Check Up Certified for Occupational Health & Safety Assessment Series (OHSAS)

 The Factories Act

The Industrial Disputes Act

Bonus Act Gratuity Act Minimum wages Act Industrial employment (Standing Orders) Act Apprentices Act Provident Fund Act Workmen Compensation Act

 Carelessness towards Safety Measurement

Productivity Issues Changing need of the labour and expectations of the

management with changing time

 Keep all facts open and very loud to workers and

with proper clarity in mind Explain management about required corrective actions to balance the relationship Continuous communication of their changing need and explanation of changing expectations of the management with changing time

 Internal Union
No major issues with the Union

 Employee Engagement Programme

Skill Upgradation Programme Performance Mangement & Appraisal Programmes Safety Committees

 To increase productivity of the worker through

reducing the labor turnover and frequent absenteeism To safeguard the interest of workers and the management through mutual understanding and relationship To try and avoid industrial disputes To protect workers health and safety To secure and improve living standards and economic status of workers To provide constructive criticism of the management

Does not require high amount of safety measures Mask for operators , Mask/Gloves for workers GPCB affiliation, 3 years license.

 Factory Act 1948

Minimum wage act 1948 Payment of wages Act 1936 Payment of bonus Act 1965 Employees PF Act 1952 All India Rubber Association registration. Affiliation

from Indian Rubber Board. GPCB affiliation.

 Most workers are known personally Have long year Relationships. Caring for workers. Dealing with their personal problems and helping

them.

 Not specific to the organization.

Follow Bharatiya Mazdoor Sangh (Rashtriya

Swayamsevak Sangh), Indian National Trade Union Congress (Indian National Congress for any labour related problems

 Treat workers and other employees as their own Bonus up to 20%, even paid bonus upto 10% when

company made losses Proper annual increment (8%-10%) Proper Working hours (8 hrs shift). Overtime sometimes without money. Monetary help, personal relationships, sense of togetherness

 Article: Liberalise labour laws to increase

growth rate of textile sector

Source: Man-Made Textiles in India; Sep2007,

Vol. 50 Issue 9

 Permit contract labour in EOUs.

Adjusting workforce.
Extending working hours.( 9hrs to 12hrs) Amend Industrial Disputes act for approval of laying

off workers. Delegate the power of the Labour Commissioner to the Development Commissioner of the SEZ