Introduction

•
`The TATA IRON &STEEL COMPANY LIMITED
With its Steel plant is at Jamshedpur in Singhbhum
District of Bihar as a result of vision and foresightedness of
its founder,Late Jamshedji Nusserwanji Tata.
• Work at the plant side standard in 1907 and this premier
Iron &Steel factory was the first heavy industry to be
established in India by the effort of a great India.
• In 1911 the first iron flowed from the Blast furnace at
Sakchi, Now collled Jamshedpur , a jungle covered land
betn Kharkai and subarnarekha river. Today Tata Steel is a
leadr amongst indian industry with a number of first in
industrial management and employees welfare.
• West Bokaro collieries ,belonged to the raja of ramgarh and a deed was
registered in 1946 on payment of rent and salami to the raja sri Kamakhya
NARAIN singh Bahadur. Two Director of M/s Anderson Wright &
company executed the deed on behalf of M/S Bokaro and ramgarh Ltd, a
company registered at Calcutta. The property at Ghatotand companies of
13007 Bighas in the following Mousas:
• a)Duru kasmar -1059 Bighas
• b)Banji -1912 ,,
• c)prej -460 ,,
• d)pundi -1505,,
• e)Barughuttu -4853,,
• f)Kedla -738,,
• g)Parsabera -1247,,
• h)Duni -1206,,
• In 19747 , the company West bokaro was registered and leased out for the
working of the coal mine for 999 years. South main Adit was opened in
1948 and from 1945 to 1950 construction of power house , washery -I
• And ropeway was initiated. Thereafter ,west Bokaro had the
distinction of commissioning Indias FIRST WASHERY IN 1951.
Addition to this washery to treat VII
• Seam coal was completed in 1973. The entire production of “
medium coking coal” of west Bokaro was supplied to jamshedpur
works. In 1956, the Management of west Bokaro was taken over by a
newely formed company M/s –West Bokaro Pvt Ltd, a wholly owned
subsidiary of TATA-STEEL. In 1976 it became one of its two
colliaries division, the other being the Jharia group.

• In 1970 open cast mining was

introduced with small scale mechanisation under (Phase-I)
expansion at west bokaro. Later in 1987 in our endeavour to achieve
self sufficiency in matallurgical coal requriement of the steel plant,
a manager expansion project (Phase-II) having a capital of Rs-
50.00 crores was undertaken, which manily included openingof
opencast mine Q-AB for the addition row coal production, for which
new washery wasv commisioned in 1982. The other infrastructures
provided under Phase-II Expansion were central workshop, Field
repair shape ,Aerial Tramways for row coal and washed product ,
Moving wagon loader at Chainpur rail loading complex etc apart
from major housing and other facilities for the employees.
 In 1990,an expansion project under Phase-III having a
capacity
outlay of Rs-260 crore was launched at west Bokaro to meet
the additional requirement of clean coal for the steel plant at
Jamshedpur, under expansionPhase-III a new mine at Pundi
was opened together with a new state-of-the-art washery
having at 2.1MTPA through put capacity. All the washed
product like clean coal and middiness are being transported to
the chainpur Railway siding 4.5 Km by ropeway, from where
the same are loaded into wagons by moving loader and
despatched to Jamshedpur steel works.
• Name of unit -West Bokaro Collieries.
• Location -35Km from Hazaribagh
- 26km from Ramgarh

• 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(,,)

• Power generation -2 X10 M.W. F.B.C. Power station

-2x2.5 D.G Power station +DVC
SUPPLY
• HOUSING Satisfaction %
• Hospital facilities Well equiped hospital with
specialists and an I.C.U.
• Training center A professional technical training center with
equipped “information cernter”.
• Canteen Six well equipped canteens at various site
(Work sites.)
• Recrationa facilities Excellent recration facilities for the
• employees and their family members at
• various housing colonies .
• Population about
• Employees about 34287 (2008)
• Sources of water Bokaro river (season july-dec) and other
storage area old o/c pit any underground.
• The main operation in West Boakaro in mining operation. The mining
operation mainly comparising of drilling of large dia blast-hotes
(150mm) in to the overburden rock and its blasting for dislodging the
overburden. The fragmented overburden material is removed by means
of 50T reaer dumper, which are lpoaded by shovel/excavators of 5 to
6.5 m3 capacity. The coal which is exposed after removed of
overburden is also blasted and transporteto the primary crushing plant
by 50T. Bottom dump coal howlers, where the same is crushed to
100mm size for transportation to washery-II by aerial tramway for
benificiation.
The washed product ie. Clean coal and
middings from the both washeries are transported to the rail head at
chainpur by ropeways. These product are then loaded into the wagons
loader, the only one of its kind in the Indian coal industry for onward
transportation to Jamshedpur works. On a average, we dispatch_____
M.T.P.A of washed product (____ M.T.P.A clean coal and ____
M.T.P.A. Middlinss.
Quarries-A&B The opencast mining opertation in these Quarries was
started in 1978. After an initial development period of about three years
the full coal production of 1.8 M.T.P.A. to be fed to washery-II

Quary-E (Pundi) -- In 1990 under modernisation phase-III expansion, a

new opencast mine at pundi block was opened. After an initial
development period of about four years, the mine designed to a period of
about four years, the mine designed to a production rate of 2.1M.T.P.A.
The system of mining is same as described above in key operation of
W.B.
The company has engaged M/S BHEP Kinhill for
undertaking and advising on more cost effective technologies for
production from pundi O/C mine and particularly from deeper coal
seam.
Quary-S.E.B. -
Minning equipment:- The opencast mining at west Bokaro which
was started with the smallest size shovel of 1.1cum. Capacity in
conjuction with 10T Tippers in the year 1972has now upgraded to
a fleet size of 6cum. Bucket capacity state the art hydraulic
shovel in conjuction with 50 near dumper. The coal loading and
coal transportation system consist of combination of 8cum.
Capacity payloader in conjuction with 50 Tonnes coal houters
B.D. All other supporting equipment like bulldozers, motor
graders, drill master, water tanker etc. have been equipped to give
adequate support to the main equipment.

Maintnance:- There is a full fledged field repair shop with

infrastructural facilities to undertake the entire maintenance
activity of wheeled equipment operation in the opencast mine.
The major overhaul and repairs are undertaken at the workshop.
The field equipment at Q.A&B are maintained by a field
maintenance set-up with infractures being provided such as
mobile van/ mobile workshop. Etc.
 A similar field maintenance shop has been established
at pundi O/C mine to undertake all maintenance activity of equipment at
pundi.

The process of beneficiation/washing is the seperation of extraneous

material/dirt present in the coal by gravity seperation. The row coal which is
having an ash percentage of 31-32%, is further crushed to 13mm. Size and
subjected to mechanical separation.
The coarser coal of 13 to 0.5 mm. size is treated in the dense
media cyclones, where magnetite is used as media for advising the liquid
specific gravity of 1.45 which floats the clean coal. The sink from the
cyclone i.e. Middling and rejects is again subjected to similar separation in
another set of cyclone at a higher sp. gravity of 1.8 generation middling and
rejects
• Separately. Whereas clean coal and middlings are dispatched to
jamshedpur for manufacture of hard coke in stamp charged battery and
power generation respectively, the reject are deposed off as a waste
material. The finer coal is treated in fourth flotation cells where diesel
and pine oil are used as reagents for floating the clean coal product
from the cyclones as a final product from the washery.

• 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
 • 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.

• Furniture and Equipment:-

• 1)Provision of sufficient furniture and other equipments.
• 2) Adequate supply of cool and whole some drinking water.
• 3) Suitable clean clothes for cook and servants.
 CLEANESS:-
• 1)Should kept at sanitary condition.
• 2)Provision for hot water.

Maintenance and staff:-

1)Owner, agent and manager shall appoint supervisory staff.
2) May run by co-operative society or/run by financial assistant of the manager.
3) Foods, drinks etc may be reccomended by managing committee.

Price to be charged:-
1) This should be based on non- profit basis .
2) Price list should be displaced.

Accounts:- The account should be properly maintained. It shall be yearly

auditate and a balance shall be submitted to the canteen managing
committee, every two month.
• Rest shelter:-
 Managing Director

DY Managing Director (Steel)

Vice President Raw material &

iron Making

General
Manager(WB)

Chief Chief (HR/IR) Chief Chief Head

(Quarry) (P-SEB) (Account)
Head (Tech Gr)
Head (ITS)
Chief Head
Head (Aspire) (Planning) (Admn) Head (Sec
prod)
Chief
Head (P&S)
(Engg serv)
Manager
Chief Medical (R & TS)
Officer Chief
(Quarry AB) Head
 DEPARTMENT OF WEST BOKARO DIVISION
SN DEPARTMENT NAME SN DEPARTMENT NAME
1 COAL BENEFIATION g ACCOUNTS
a WASHERY- 2 AND PCP I h PROJECT
b WASHERY- 3 AND PCP II I SECONDARY PRODUCT
c COAL HANDLING PLANT j LAND
d EF, BC & MOND ROPEWAY J WELFARE(CANTEEN, CLUB, C.H)
K GAMES &SPORTS
2 ENGINEERING SERVICES 4 QUARRY –A-B
a CENTRAL WORKSHOP 5 QUARRY –’E’
b WATER SUPPLY 6 SOUTH EASTERN BLOCK
c CENTRAL GARAGGE 7 FRS & ENGIN OVERHAULLING
d POWER HOUSE 8 SAFETY & PLANNING
e POWER DISTRIBUTION 9 GEOGLOGICAL
f DG SECTION 10 SURVEY
g TOWN ELECTRICAL 11 I.T.S.
h TELEPHONE EXCHANGE 12 HUMAN RESOURSE & INDUSTRIAL RELATION
i INSTRUMENTION OTHER CONCERN
j TOWN MAINTENANCE 1 T.S.R.D.S.
2 R.C.M.S.
GENERAL SERVICES
3 CO-OPERATIVE EMPLOYEE’S CREDIT SOCIETY
a SECURITY
4 CO-OPERATIVE STORE
b HOSPITAL
5 HOLY CROSS SCHOOL
C ENVIROMENTAL CELL
6 D.A.V. PUBLIC SCHOOL
d GUEST HOUSE
e TRAINING CENTRE
f PURCHASE & STORE
 • Codified Punishment:
 Negligence of duty of a minor nature:
 1st Offence - Warning
 2nd Offence -Suspension for 1 day
 3rd Offence - Suspension for 5 days
 4th Offence - Suspension for 10 days
 5th Offence - Dismissal

 Negligence of duty of a serious nature:

 1st Offence - Dismissal
 Unauthorised occupation of Co’ quarter (one weeks
notice to vacate- on failing compliance)
 1st Offence - Suspension for 10 days
 2nd Offence - Dismissal

 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

 Leaving duty without permission:

 1st Offence -Suspension fro 1 day
 2nd Offence - Suspension for 10 days
 3rd Offence - Dismissal
 Making false attendance/ marking attendance & leaving work without
going to work -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

 Non recording of statutory attendance:

 1st Offence - Dismissal
• Unauthorised occupation of Co’s quarter (one week notice to vacate – on failing
compliance)
 1st Offence - Suspension for 10 days
 2nd Offence - Dismissal
 Assault - Dismissal
 Insubordination:
 1st Offence - Suspension for 5 days
 2nd Offence - Suspension for 10 days
 3rd Offence - Dismissal

 Misconducts as per standing orders (clause 27):

 Conviction in any court of law for any criminal offence involving moral tribute.
 Continuous absence without permission and without satisfactory cause for more
than 10 days.
 Giving false information regarding his name, age, father’s name, qualification or
previous service at the time of employment.
 Leaving work without permission.
 Any breach of the Indian mines Act, or any other Act, or of any
rules or bye- laws thereunder or of standing orders.
 Abetment of, or attempt at abetment of any of the above acts of
misconduct.
 • (Registered by Regional Labour Commissioner, Dhanbad on 27th
Septebber,1950)
STANDING ORDERS FOR THE COAL MINING INDUSTRY
As certified by the Chief Labour Commissioner (Appellate Authority) on 08-04-50,
under section 6 (2) of the Industrial Employment ( Standing Orders) ACT (XX
OF 1946) READ WITH Rule 7 of Industrial Employment Standing Orders
(Central) Rule 1946.
In these orders unless there is anything repugnant in the subject or context:

(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.

• Current functions of DGMS broadly include

• 1 Inspections
• 2 Investigation into-
• (a) accidents
• (b) dangerous occurrences- emergency response
• (c) complaints & other matters
 • Current functions of DGMS broadly include
3 (a) Grant of :
• Statutory permission, exemptions, & relaxation
• Approval of mine safety equipment, material & appliances
(b) Interactions for development of safety equipment, material
and safe work practices
(c) Development of safety Legislation & Standards
(d) Safety information Dissemination

4 Safety promotional initiatives including:

(a) Organisation of-
 Conference on safety in Mines
 National safety Awards
 Safety weeks & Campaigns
(b) Promoting-
 Safety education and awareness programmes
 Workers’ participation in safety management through-
 Workmen’s inspector
 Safety committee
 Tripartite reviews
 Conduct of examinations for grant of competency certificates.

How does DGMS carry out its mission

In order to fulfill its mission, DGMS performs the following functions:
 Periodic inspection of mines to keep vigil over the status of safety.
 Investigations into accidents, dangerous occurrence and complaint.
 Granting statutory permission for specific mining operations and laying
precautionary measures while working.
 Developing safety Legislation and standards.
 Undertaking safety promotional initiatives through safety campaigns,
awareness programmes and worker’s participation in safety management.
 • FIRE
• Fire is harmful as well as useful for us, think if fire has not been
discovered than we would have not got cooked food as a result we
have to eat uncooked food on the other hand if fire catches on our
houses, plants or in mines machines then we will have a great loss
of moneys in lakhs and crores.

• 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.

• 2) If we burn the rubbish we should:

• a) take it out to a safe distance.
• b) not to burn it on a dry and windy day.
• c) not try to burn too much at a time.
• d) keep one or two buckets of water.
• e) make sure that fire is completely extinguished.

• 3)REGARDING ELETRICAL INSTRUMENTS & INSTALLATION

It is advised :- a) to buy equipments approved by some “standard
institutions” such as “ Indian standard Institution”
b) to leave an electric iron or heater with its switch off.
c) not to overload circuits by adding extra eletrical
appliances.
• d) not to put in over size fuses. A fuse is the safety valve Of the
house wiring system.
• e) main switch must be kept off before doing any addition
alternation or repairing in the eletrical circuit system.

• HOW TO ATTACK FIRE:

• 1) Cry and immediate communicate the surroundings.
• 2)Try to extinguish the fire in initial stage because fire enlarge 9
times in one minute.
• 3)Attack on the heart of fire.
• 4)All combustible material near fire should be removed.
• 5)Take correct decision of use of fire extinguisher type.
• 6)When the fire is out cool down all debrise and make a final
survey by digging to make sure that not smouldring ember to flair-
up-again.
 • SAFETY
• Human is the highest source of power in the universe, any loss of life causes
imbalance. As he steps out of his houses for the work site has to make sure that each
step he is taking is safe.
You may be worker, or a supervisior, a Manager at any level,
everybody has to guard himself against the source of danger to be safe.

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.

CAUSES OF ACCIDENT OR UNSAFE ACT, UNSAFE CON &

UNAVOIDABLE REASONS:

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.

(2) REPORTABLE- which result in reportable injury which involves

enforced absence of the injured person from work for a period of 72
hours or more.

(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.

(4) FATAL- which accident result in death of one or more person.

 CAUSES OF ACCIDENT

According to a book, name “ Industrial Accident Prevention ” published by Sri

Heinrich in 1931, there are the three major causes of accident:

(a) Unsafe Acts - 88%

(b) Unsafe condition – 10%
(C) Unavoidable reason – 02%
100%

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.

WHAT IS THE BENEFIT OF PRATICISING 5S

ACTIVITIES ?
 Enlightened employees whose moral is high.
 Employees become the principal source and drivers for
continuous improvement.
WHO IS RESPONSIBLE FOR THE IMPLEMENTATION
AND MAINTENANCE OF 5S ACTIVITIES ?
 Top management should obviously make their
commitment visible.
 Departments managers, line managers and supervisors
must help their men in the activities, by giving guidance
& training. They must also help by carrying out reviews,
and identify & sorting out problems with their teams.
 Workmen & staff too need to be committed.
 No one is exempted.
 • 5S OBJECTIVES:
• Make each work area clean, bright and pleasant.
• Maintain equipment and facilitates so as to build up
quality in the process.
• Establish necessary discipline to observe work standard.
• Maintain safety and stability in the plant operations.
• Improve quality by reducing variability.
• Improve each individual’s efficiency by training &
guidance.
• Maintain an atmosphere that is bright and pleasant,
discipline and rewarding to workforce.
 • HOUSEKEEPING CHECK LIST-SHOP FLOOR
 Keep tool, fixtures & others materials in their respective
places.
 Keep the material properly arranged.
 Keep containers clean.
 Keep the place surrounding the equipment (inc. floor)
absolutely clean.
 At the end of day’s work clean your work place.
 Return empty containers to their respective places.
 At the end of the work switch off machines, other equipments,
fans etc.
 Do not litter the floor by throwing cotton waste & others
materials.
 Do not keep anything in the gang-way.