COMPARATIVE STUDY OF SLOPE STABILITY ANALYSIS BY LEM AND SRM TECHNIQUES

A Preliminary Thesis Report Submitted in Partial Fulfillment of the Requirement for the Award of Degree of
MASTER OF ENGINEERING
IN
CIVIL ENGINEERING

(CONSTRUCTION TECHNOLOGY & MANAGEMENT)

TO
PANJAB UNIVERSITY, CHANDIGARH

UNDER THE SUPERVISION OF

DEPARTMENT OF CIVIL ENGINEERING
NATIONAL INSTITUTE OF TECHNICAL TEACHERSTRAINING AND RESEARCH, CHANDIGARH 160019
MAY, 2017

SUBMITTED BY SUBMITTED TO
Amandeep Singh Chaudhary Er. Vinod K. Sonthwal
(Roll No. 152304) Associate Professor
(Reg. No. 15-TTC-152) Deptt. Of Civil Engineering
 SLOPE STABILITY
The analysis and design of failing slopes and highways embankment requires an in-depth
understanding of the failure mechanism in order to choose the right slope stability
analysis method. Studies based on comparison of a real geometrical model and
computation results of the safety factor (defining the state of the slope stability compared
to the limit equilibrium) by various methods: limit equilibrium and finite elements
methods. The behaviour law stress-strain which is lacking to the limit equilibrium
methods is integrated into the finite elements methods.
Stresses and Strength
Applies to all sloping surfaces
Balancing of driving and resisting forces
If Resisting forces > Driving Forces: stability
Engineering Approach
Delineate the surface that is most at risk
Calculate the stresses
Calculate the Shear Strength
 Categories of labour law

Relates to the relationship between employee

employer and union.

Concerns employees' rights at work and through the

contract for work.
 Labour law covers

Industrial relations certification of unions, labour-

management relations, collective bargaining and
unfair labour practices

Workplace health and safety

Employment standards, including general holidays,

annual leave, working hours, unfair dismissals,
minimum wage, layoff procedures and severance
pay.
 Origin of labour law

Labour law arose:

Workers began Demanding better Conditions & the Right to

Organize.

When the Employers tried to Restrict the Powers of

Workers Organizations & keep Labour Costs Low.

To improve their Standard of Living.

Employers costs increased due to workers demand.

Important Indian Act for labour law

The Apprentices Act - 1961

The Payment of Wages Act -1936
The Workmen's Compensation Act -1923
The Industrial Disputes Act - 1947
The Employees PF & MP Act - 1952
The Employees State Insurance Act - 1948
The Payment of Bonus Act - 1965
 Payment of Wages Act-1936

An Act to regulate the payment of wages to certain

classes of persons
Extends to the whole of India
Responsibility of payment wages rests with the
employer
Employer to fix Wage Period
No wage period shall exceed one month.
 Time of payment of wages

7th day of wage month where less than 1000 are

working
10th day where more than 1000 are working
No payment in KIND
 Permissible deduction from wages

Fines
For absence from duty
For damage caused to the property of the employer
For the amenities provided, like house accommodation
For recovery of advance or adjusting over payment of
wages
Towards EPF, ESI, Labour Welfare Fund and similar
deductions permitted under any Act.
For Life Insurance/ general insurance policies and
Housing loan.
 The Payment Bonus Act-1965

An Act to provide for the payment of Bonus to

persons in certain establishments on the basis of
profits, production or productivity.
Extends to the whole of India.
Applies to every establishment wherein 20 or more
are employed
The Appropriate Govt. shall apply the Act to any
other establishment, including a factory to which the
Factories Act, 1948 applies, wherein less than 20
workers are employed provided the number of
persons employed is not less than 10.
 Eligibility to Bonus

Employee whose salary/ wages does not exceed Rs

10000 per month
who has worked in the establishment for not less
than 30 days
Not disqualified to claim bonus due to fraud, theft or
any other misconduct
Bonus of every person drawing salary between Rs
3500/- and Rs 10000/- per month shall be calculated
as if his salary were Rs 3500 pm
 No discrimination

No discrimination while making recruitment for the

same work or work of a similar nature, except where
the employment of women in such work is
prohibited or restricted by or under any law for the
time being in force.

No discrimination in any condition of service

subsequent to recruitment such as promotions,
training or transfer.
 The Apprentices Act- 1961

The Act extends to the whole of India.

Applies to those apprentices who are

undergoing apprenticeship training in
designated trades.

From time to time, the Central Govt. has

specified the designated trades.
 Contract of Apprenticeship

A contract of apprenticeship training is entered in

to between the employer and the apprentice or,
if he is a minor, guardian of the apprentice.

The contract of apprenticeship training is to be

sent to the Apprenticeship Adviser of the
respective area.
 Termination of Training

On the expiry of the period of apprenticeship training

specified in the contract.
Premature termination by employer -
the employer shall pay to the apprentice such
compensation as may be prescribed
Premature termination by the apprentice-
apprentice or his guardian shall refund to the employer
as cost of training such amount as may be determined by
the Apprenticeship Adviser
The Workmen compensation Act-1923

The Act provides for payment of compensation to

the worker injured during the course of employment
or contracted by any occupational disease peculiar to
that employment

Act extends to the whole of India.

 The amount of compensation

For accidents resulting in death, an amount equal to

fifty per cent of the monthly wages of the deceased
workman multiplied by the relevant factor; or an
amount of eighty thousand rupees, whichever is
more.

For permanent total disablement, an amount equal

to sixty per cent of the monthly wages of the injured
workman multiplied by the relevant factor, or an
amount of ninety thousand rupees, whichever is
more.
Employees state Insurance Act-1948

Act extends to the whole of India, However the ESI

Scheme is being implemented area-wise by stages.

The Scheme has already been implemented in

different areas in all States/Union Territories except
Nagaland, Manipur, Tripura, Sikkim, Arunachal
Pradesh and Mizoram and UTs of Delhi, Chandigarh
and Pondicherry
 ESI Act

Applies to factories and establishments functioning

in the notified area and consisting of 10 or more
employees.
Provides for health care and cash benefits in cases of
sickness, maternity and employment injury.
The Act absolved the employers of their obligations
under the Maternity Benefit Act, 1961 and
Workmens Compensation Act 1923.
 ESI benefits

Medical Benefits
Available both to IP and family.
Also available to disabled/retired IP
Super specialist treatment.
Sickness Benefit
Maternity Benefit
Disablement Benefit
Dependents benefit
Funeral Expenses
Old age medical care
Rehabilitation
 Employees Provident Fund & Misc.
Provisions Act- 1952

An Act to provide for the institution of provident

funds, pension funds and deposit linked insurance
fund for the employees in the factories and other
establishments
Extends to the whole of India except the State of
Jammu and Kashmir
 Applicability

Applies to all factories and establishments in

which 20 or more are employed
Continuity of application
Exemption
Where employees get benefits in the nature of
provident fund or old age pension fund from the
establishment which are not less favorable than
the benefits under the Act.
 Schemes under the Act

Three beneficial schemes-

1-Employees Provident Fund Scheme- 1952

2-Employees Pension Scheme -1995

3-Employees Deposit Linked Insurance- 1976

 The Industrial Dispute Act-1947

An Act to make provision for the investigation

and settlement of industrial disputes, and for
certain other purposes.

It extends to the whole of India

Authorities Under This Act

Works Committee
Conciliation officers
Boards of Conciliation
Courts of Inquiry
Labour Courts
Tribunals
National Tribunals
 Works Committee

Where: Establishments with 100 or more

workers
Members: Equal number of representatives of
the Employer and Employees
Objective: promotion of good relationship
between employer and employee(s)
 Conciliation officers

Appointed by the appropriate Government

Duty: Settlement of industrial disputes.

Nature : Appointed for a specified area or for

specified industries in a specified area or for one
or more specified industries and either
permanently or for a limited period.
 Boards of Conciliation

Appointed by the appropriate Government as

occasion arises for settlement of disputes.

Board shall consist of an independent

Chairman and two or four other members in
equal numbers to represent the parties to the
dispute.
 Courts of Inquiry

Constituted by the appropriate Government as

occasion arises for inquiring into any matter
appearing to be connected with or relevant to
an industrial dispute
 Labour Courts

Labour Courts are constituted by the

appropriate Govt. for the adjudication of
industrial disputes relating to any matter
specified in the Second Schedule and for
performing such other functions as may be
assigned to them under this Act.
 Tribunals

Tribunals are constituted by the appropriate

Govt. for the adjudication of industrial
disputes relating to any matter specified in the
Second Schedule or the Third Schedule and for
performing such other functions as may be
assigned to them under this Act.
 National Tribunals

Tribunals are constituted by the appropriate

Govt. for the adjudication of industrial
disputes relating to any matter specified in the
Second Schedule or the Third Schedule and for
performing such other functions as may be
assigned to them under this Act.
 Matters within the Jurisdiction of Industrial
Tribunals (the II & III schedule)

1. Wages, including the period and mode of payment;

2. Compensatory and other allowances;
3. Hours of work and rest intervals;
4. Leave with wages and holidays;
5. Bonus, profit sharing, provident fund.
6. Shift working otherwise than in accordance with
standing orders;
7. Illegality or otherwise of a strike or lock-out
8. Rules of discipline;
9. Grant of relief to discharge or dismissal of workmen
wrongfully.
 International comparison of Indian
labour laws

Practice required by law India China

Minimum wage(US $ /month) INR 6000 (US$97) /month 182.5

Standard work day 8 hours 8 hours

Minimum rest while at work 30 minutes per 5 hour None

Maximum overtime limit 200 hours per year 432 hours per year

Premium pay for overtime 100% 50%

THANKS