PROJECT REPORT ON WORKING CONDITION OF WORKERS AT ROGER EXPORT AGRA
LIST OF CONTENT
CHAPTER -1 • AN OVERVIEW OF INDIAN FOOTWEER INDUSTRY
CHAPTER – 2
• AN INTRODUCTION OF ROGER EXPORT
CHAPTER – 3 • ABOUT WORKING CONDITION OF WORKERS AT ROGER EXPORT • • • CHAPTER – 4 • CHAPTER - 5 • FINDING AND RECOMMENDATION DATA ANALYSIS AND INTERPRETATION SIGNIFI FICANCE OF TOPIC .OBJECTIVES OF STUDY
• CHAPTER -6 • ANNEXURE • •
CHAPTER - 1
INDIAN FOOTWEAR INDUSTRY
The Footwear Industry is a significant segment of the Leather Industry in India. India ranks second among the footwear producing countries next to China. India produces more of gents’ footwear while the world’s major production is in ladies footwear. The industry is labour intensive and is concentrated in the small and cottage industry sectors. While leather shoes and uppers are concentrated in large scale units, the sandals and chappals are produced in the household and cottage sector. In the case of chappals and sandals, use of non-leather material is prevalent in the domestic market. The major production centers India are Chennai, Ranipet, Ambur in Tamil Nadu, Mumbai in Maharashtra, Kanpur in U.P. Jalandhar in Punjab, Agra and Delhi. The following table indicates concentration of units in various parts of the country:
Region Tamil Nadu Delhi & up North Agra, Kanpur Calcutta Bangalore
Large & Medium Scale 64 4 9 1 6
SSI 31 8 34 3 3
Household 7 25 14 19 4
11 10 32
The estimated annual footwear production capacity in 1999 is nearly 1736 million pairs (776 million pairs of leather footwear and 960 million pairs of non-leather footwear). Region-wise share of total estimated capacities is as follows:
LEATHER SHOE UPPERS 54 % 4%
NON LEATHER SANDALS
Tamil Nadu Delhi & UP North Agra, Kanpur Calcutta Bangalore Mumbai Others Total
26 % 10 %
5% 77 %
0% 60 %
45 % 12 % 3% 4% 0% 100 %
0% 0% 3% 2% 13 % 100 %
32 % 2% 4% 1% 3% 100 %
62 % 3% 0% 32 % 1% 100 %
0% 0% 0% 0% 40 % 100 %
Shoes manufactured in India wear brand names like Florsheim, Gabor, Clarks, Salamander and St. Micheal’s. As part of its effort to play a lead role in the global trade, the Indian leather industry is focusing on key deliverables of innovative design, consistently superior quality and unfailing delivery schedules. India in itself has a huge domestic market, which is largely untapped. The Indian footwear industry is provided with institutional infrastructure support through premier institutions like Central Leather Research Institute, Chennai, Footwear Design & Development Institute, Noida, National Institute of Fashion Technology, New Delhi, etc in the areas of technological development, design and product development and human resource development. The availability of abundant raw material base, large domestic market and the opportunity to cater to world markets makes India an attractive destination for technology and investments MARKET SHARE OF FOOTWEAR COMPANIES
S.N. 1. 2. 3. 4. 5. 6. SN. 1 2 3
COMPANY NAME Bata India Ltd. Liberty Sheos Ltd. Reeboke India Pvt ltd. Khadim India Ltd. Relaxo Footware Ltd. Adidas India Marketing Pvt Ltd. OTHER COMPANIES ROGER EXPORT DABAR FOOT WEAR TEJ FOOTWARE INDUSTRIES
PERCENT 13.7 % 4.7 % 4% 3.4 % 2.7 % 1.9 % PERCENTAGE 34.8 % 14.8 % 20 %
NOTEI. II. There is the company having the percentage of share in shoe industries. Roger export has a High market share of footwear than other two companies at Agra. III. This company is exporting the goods out of India too.
IMPORT In 1999, the global import of footwear (leather and non-leather) in terms of value was around US$ 43278 million, accounting a share of 63.42% in the total global import of leather and leather products. Out of this, import of leather footwear alone accounted for US$ 26379 million and non-leather footwear US$ 16899 million. EXPORT India’s export of Leather Footwear touched US$ 331 million in 1999-2000, recording an increase of 3.29% over the preceding year. India thus holds a share of 1.25% in the global import of leather footwear. The major markets for Indian Leather Footwear are the U.K., the U.S.A., Germany, Italy, France and Russia. Nearly 71% of India ‘s export of Leather Footwear is to Germany, the U.S.A., the U.K and Italy. In 1999-2000, export of leather footwear from India constituted 21% share of its total export of leather and leather products. Nearly 33 million pairs of various types of leather footwear were exported during the year, out of which shoes / boots constituted 90%. The different types of leather footwear exported from India are dress shoes, casuals, moccasins, sport shoes, horrachies, sandals, beallerinas, booties. Export of leather footwear during the last three years :
(Value in million US$)
April-Feb Product 1998-99 1999-2000 2000-2001
Leather Footwear Source: DGCI & S, Calcutta
Export projections for the next two years: (Value in million US$)
PRODUCT Leather Footwear
Source: Indicative Medium Term Plan
Roger Exports an ISO 9001:2008 & SA8000:2008 certified Govt. recognized 100% export house performs as one of the best leading manufacturing and exporting world class quality leather footwear for gents, ladies and kids Believing in sincerity, on time deliveries, reasonable prices and high quality international standards services within the new &changing market trends and demands, company is organized with best qualified designers, latest modern machines technologies , well experienced professional technicians& supervisors and highly skilled administrative staff all equipped with hi-tec computerized working systems and information technologies We almost take care of necessary welfare activities &compliances standards in the field of social, quality and environmental aspects with special care and consideration to safety &hygienic measures Roger exports have been awarded many times by the several prominent institutions like council of leather exports, Central& state government etc for quality and promotion of
exports M/S Roger exports was established in the year 1979 under the guidance of its Proprietor Mr. Kulbir Singh and his wife Dalbir Kaur who had experienced for more than 5 years in west Germany working and understanding the production systems, latest technologies and trends in the footwear industries .Gaining prior practical experience with in visiting various countries and a lot of shoe factories since 1979 to keep pace with the changing trends in shoe industries with concern for products and machines , a small shoe upper unit was started for producing 50 pairs per day. Gradually the production was then moderated and increased as per demands which was kept in mind matching with the high
quality standards of European buyers.The concern is later helped by proprietors son-in-law and daughter both being highly qualified and experienced expertise in the field of footwears having a charm to give their best in the field of modern elite quality services &designs matching with international standards services accepting the challenges in every changes in the trends of footwear industries and demands. ADDRESS M/S ROGER INDUSTRIES LTD, (An ISO 9001:2008& SA8000:2008 Company) 12TH KM STONE, DELHI AGRA ROAD, ARTONI, AGRA, (INDIA) TEL:91-562-2641857,2641858 & 2641352 MAILemail@example.com Contact-Mr.Deepak Budhiraja STATUS : GOVT. RECOGNISED EXPORT HOUSE In the year 2008 in the month of March we shifted our production to the present UNIT(3) at Artoni hosting the cutting department, Closing department, designing &sample departments, administrative block and leather inventory building. Whereas UNIT(1)&(2) located at Artoni in the year august 2000& august 2002 hosts the lasting department equipped with six fully mechanized conveyers and one semi17
mechanized conveyers. We also have a complete mechanized set up to make stich down type of construction. all three units are equipped with all modern machines required to maintain high quality standerds and timely delieveries. With the above set up we are producing 150,000 pairs of shoe uppers per month and 1,20,000 pairs of shoes per month
To carry out the production of 1,20,000 pairs per month we have a team of trained and skilled working members which also includes supervisors in the production department. Most of the workers are our old workers working with us from the last 10 to 15 years This way by retaining our old working members who understand their job well , we are able to produce the right quality as per buyers’ Model specification. We also provide training to some of the workers who want to be trained and after completion of training period we absorb them for a suitable job so they are able to understand our quality requirement We also encourage &motivate our workers and staff members to develop a feeling of team spirit and knowledge through making them participate in various sports &cultural activities along with attending the professional seminars &conferences.
We make medium priced footwear for MEN, LADIES and CHILDREN on cement, strobel, hand stich, California, and stich down constructions. We have a sister company, M/s Euro Safety footwear (Pvt) Ltd which is involved in manufacture of safety shoes by PU Direct Injection Process. Chapter 1 The lead time—10 to 12 weeks with minimum 600 pairs/color For repeat orders- 8 to 10 weeks with minimum 300 pairs/color OUR BANKER We are presently dealing with PUNJAB NATIONAL BANK, International Banking Branch, Sanjay Complex, Agra-282 002 PRESENT MARKETS/REFERENCES
1. 2. 3. 4. 5.
GERMANY -- Wortmann group, S.Oliver, Otto group ITALY - Levi’s, American Eagle, Bata CANADA- Sears, Spain -- Andre, Zara, Bata FRANCE- Andre Chapter 2 TURN OVER: USD 25 Million
YEAR OF ESTAB:
BOARD OF DIRECTORS
CMD & DIRECTORS
Purchase Sample Merchandis e dev -Upper -bottom
Quality -Upper -Bottom
Productio n - Upper - Bottom
“Efficient Working condition is the conditions under which employees have to work. This includes matters such as permitted breaks, the state of heating, lighting, and ventilation of workplaces, the safety and comfort of machinery, vehicles, and other equipment, normal manning levels, and disciplinary procedures terms agreed between an employer and employee that are legally enforceable through a contract of employment. Conditions of employment include conditions that may be unique to the individual, for example, notice periods, remuneration, fringe benefits, and hours of work, as well as those that form organization-wide policies, such as discipline and grievance procedures and those dictated by legislation. Rapid industrialization and urbanization have made employees dependent on capitalist. Inflation has made their lot poor and they find it difficult to maintain their standard of life. In such situation employee welfare facilities enable workers to live a richer and more satisfactory life. Factories Act 1948 provides provisions for the working conditions of the workers.Factories act, 1948 is a piece of legislation covering all aspects regarding factories namely; approval, licensing and registration of factories, the inspecting authorities, health, safety, welfare, working hours, employment of workers- adults and young children, annual leave and penalties, etc.
HEALTH CLEANINES :(1) Every factory shall be kept clean and free from effluvial arising from any drain, privy or other nuisance, and in particular :(a) acumulation of dirt and refuse shall be removed daily by sweeping or by any
other effective method from the floors and benches of workrooms and from staircases and passages and disposed of in a suitable manner; (b) the floor of every workroom shall be cleaned at least once in every week by
washing, using disinfectant where necessary, or by some other effective method; (c) where a floor is liable to become wet in the course of any manufacturing
process to such extent as is capable of being drained, effective means of drainage shall be provided as maintained; (d) all inside walls and partitions, all ceilings or tops of rooms and all walls, sided and tops of passages and staircases shall i.
Where they are
[painted otherwise than with washable water paint] or
varnished, be repainted or revarnished at least once in every period of five years ii. Where they are painted with washable water paint, be repainted with at least one coat of such paint at least once in every period of six months.
Where they are painted or varnished or where they have smooth impervious surfaces, be cleaned at least once in every period of fourteen months by such methods as may be prescribed;
whitewashing or colour
washing shall be carried out at least once in every
period of fourteen months. All doors and window-frames and other wooden or metallic framework and shutters shall be kept painted or varnished and the painting or varnishing shall be carried out at least once in every period of five years. b. The dates on which the processes required by clause (d) are carried out shall be entered in the prescribed register. (2) If, in view of the nature of the operations carried on 45[in a factory or class or description of factories or any part of a factory or class or description of factories], it is not possible for the occupier to comply with all or any of the provisions od sub-section (1), the [State] Government may by order exempt such factory or class or description of fatories [or part] from any of the provisions of that sub-section and specify alternative methods for keeping the factory in a clean state.
DISPOSAL OF WASTES AND EFFLUENTS
(1) Effective arrangements shall be made in every factory for the treatment of wastes and effluents due to the manufacturing process carried on therein, so as to render them innocuous, and for their disposal. The ! [State] Government may make rules prescribing the arrangements to be made under sub-section (1) or requiring that the arrangements made in accordance with sub-section (1) shall be approved by such authority as may be prescribed. VENTILATION AND TEMPERATURE (1) Effective and suitable provisions shall be made in every factory for securing and maintaining in every workroom (a) adequate ventilation by the circulation of fresh air, and (b) such a temperature as will secure to workers therein reasonable conditions of comfort and prevent injury to health; and in particular,i. Walls and roofs shall be of such material and so designed that such temperature shall not be exceeded but kept as low as practicable; ii. Where the nature of the work carried on in the factories involves, or is likely to involve, the production of excessively high temperatures, such adequate measures as are practicable shall be taken to protect
the workers there from, by separating the process, which produces such temperatures from the workroom, by insulating the hot parts or by other effective means. (2) The ! [State] Government may prescribe a standard of adequate ventilation and reasonable temperature for any factory or class or description of factories or parts thereof and direct that 48[proper measuring instruments, at such places and in such position as may be specified, shall be provided and such records, as may be prescribed, shall be maintained. (3) If it appears to the Chief Inspector that excessively high temperatures in any factory can be reduced by the adoption of suitable measures, he may, without prejudice to the rules made under sub-section (2), serve on the occupier, an order in writing specifying the measures which, in his opinion, should be adopted, and requiring them to be carried out before a specified date. DUST AND FUME In every factory in which, by reason of the manufacturing process carried on, there is given off any dust or fume or other impurity of such a nature and to such an extent as is likely to be injurious or offensive to the workers employed therein, or any dust in substantial quantities, effective measures shall be taken to prevent its inhalation and accumalation in any workroom, and if any exhaust appliance is necessary for this purpose, it shall be applied as near as possible to the point or
origin of the dust, fume or other impurity, and such point shall be enclosed so far as possible. In any factory no stationary internal combustion engine shall be operated unless the exhaust is conducted into the open air, and no other internal combustion engine shall be operated in any room unless effective measures have been taken to prevent such accumulation of fumes there from as are likely to be injurious to workers employed in the room ARTIFICIAL HUMIDIFICATION In respect of all factories in which the humidity of the air is artificially increased, the! [State] Government may make rules, a. prescribing standards of humidification; b. regulating the methods used for artificially increasing the humidity of the air; c. directing prescribed tests for determining the humidity of the air to be correctly carried out and recorded; d. prescribing methods to be adopted for securing adequate ventilation and cooling of the air in the workrooms. In any factory in which the humidity of the air is artificially increased, the water used for the purpose shall be taken from a public supply, or other source of drinking water, or shall be effectively purified before it is so used.
If it appears to an Inspector that the water used in a factory for increasing humidity which is required to be effectively purified under sub-section (2) is not effectively purified he may serve on the manager of the factory an order in writing, specifying the measures which in his opinion should be adopted, and requiring them to be carried out before specified date. OVER CROWDING No room in any factory shall be overcrowded to an extent injurious to the health of the workers employed therein. Without prejudice to the generality of sub-section (1), there shall be in every workroom of a factory in existence of the date of the commence- ment of this Act at least [9.9 cubic metres] and of a factory built after the commencement of this Act at least [14.2 cubic metres] of space for every worker employed therein, and for the purposes of this sub-section no account shall be taken of any space which is more than [4.2 metres] above the level of the floor of the room. If the Chief Inspector by order in writing so requires, there shall be posted in each workroom of a factory a notice specifying the maximum number of workers who may, in compliance with the provisions of this section, be employed in the room. The Chief Inspector may, by order in writing exempt, subject to such conditions, if any, as he may think fit to impose, any workroom from the provisions of this
section, if he is satisfied that compliance there with in respect of the room is unnecessary in the interest of the health of the workers employed therein. LIGHTING In every part of a factory where workers are working or passing there shall be provided and maintained sufficient and suitable lighting, natural or artificial, or both. In every factory all glazed windows and skylights used for the lighting of the workrooms shall be kept clean on both the inner and outer surfaces and, so far as compliance with provisions of any rules made under sub-section (3) of section 13 will allow, free from obstruction. In every factory effective provision shall, so far as is practicable, be made for the prevention ofa. glare, either directly from a source of light or by reflection from a smooth or polished surface; b. the formation of shadows to such an extent as to cause eye-strain or the risk of accident to any worker. The ! [State] Government may prescribe standards of sufficient and suitable lighting for factories or for any class or description of factories or for any manufacturing process.
DRINKING WATER (1) In every factory effective arrangements shall be made to provide and maintain at a suitable points conveniently situated for all workers employed therein a sufficient supply of wholesome drinking water. (2) All such points shall be legibly marked "drinking water” in a language understood by a majority of the workers employed in the factory and no such points shall be situated within [six meters of any washing place, urinal, latrine, spittoon, open drain carrying sullage or effluent or any other source of
contamination] unless a shorter distance is approved in writing by the Chief Inspector. (3) In every factory wherein more than two hundred and fifty workers are ordinarily employed, provisions shall be made for cooling drinking water during hot weather by effective means and for distribution thereof. (4) In respect of all factories or any class or description of factories the State Government may make rules for securing compliance with the provisions of subsections (1), (2) and (3) and for the examination by prescribed authorities of the supply and distribution of drinking water in factories.
LATRINES AND URINALS (1) In every factory:a. sufficient latrine and urinal accommodation of prescribed types shall be provided conveniently situated and accessible to workers at all times while they are at the factory; b. separate enclosed accommodation shall be provided for male and female workers; c. such accommodation shall be adequately lighted and ventilated and no latrine or urinal shall, unless specially exempted in writing by the Chief Inspector, communicate with any workroom except through an intervening open space or ventilated passage; d. all such accommodation shall be maintained in a clean and sanitary conditions at all times; e. Sweepers shall be employed whose primary duty it would be to keep clean latrines, urinals and washing places. (2) In every factory wherein more than two hundred and fifty workers are ordinarily employeda. All latrines and urinal accommodation shall be of prescribed sanitary types;
b. The floors and internal walls, up to a height of [ninety centimeters,] of the latrines and urinals and the sanitary blocks shall be laid in glazed tiles or otherwise finished to provide a smooth polished impervious surface; c. Without prejudice to the provisions of clause (d) and (e) of sub-section (1), the floors, portions of the walls and blocks so laid or finished and the sanitary pans of latrines and urinals shall be thoroughly washed and cleaned at least once in every seven days with suitable detergents or disinfectants or with both. (3) The! [State] Government may prescribe the number of latrines and urinals to be provided in any factory in proportion to the number of male and female workers ordinarily employed therein, and provide for such further matter in respect of sanitation in factories, including the obligation regard, as it considers necessary in the interest of the employed therein. SPITTOONS (1) In every factory there shall be provided a sufficient number of spittoons in convenient places and they shall be maintained in a clean and hygienic condition. (2) The State Government may make rules prescribing the type and numbers of spittoons to be provided and their location in any factory and provide for such matters relating to their maintenance in a clean and hygienic condition. of workers in this
health of the workers
(3) No person shall spit within the premises of a factory except in the spittoons provided for the purpose and a notice containing this provision and the penalty for its violation shall be prominently displayed at suitable places in the premises. (4) Whoever spits in contravention of sub-section (3) shall be punished with fine not exceeding five rupees. SAFETYFENCING OF MACHINERY (1) In every factory the following, namely :i. Every moving part of a prime – mover and every flywheel connected to a prime - mover, whether the prime - mover or flywheel is in the engine - house or not; ii. iii. iv. The headrace and tailrace of every water – whee l and water - turbine; Any part of a stock bar which projects beyond the head stock of a lathe; and Unless they are in such position or of such construction as to be safe to every person employed in the factory as they would be if they were securely fenced, the following, namely:a. b. Every part of an electric generator, a motor or rotary convertor; Every part of transmission machinery; and
Every dangerous part of any other machinery shall be securely fenced by safeguards of a substantial construction which [shall be constantly maintained and kept in position] while the parts of machiner they are fencing are in motion or in use: [Provided that for the purpose of determining whether any part of machinery is in such position or is of such construction as to be safe as aforesaid, account shall not be taken of any occasion when iv. It is necessary to make an examination of any part of the machinery aforesaid while it is in motion or, as a result of such examination to carry out lubrication or other adjusting operation while the machinenary is in motion, being an examination or operation which it is necessary to be
carried out while that part of the machinery is in motion, or in the case of any part of a transmission machinery used in such process as may be prescribed (being a process of a continuous nature the carrying on of which shall be or is likely to be substan – tially interfered with by the stoppage of that part of the machinery), it is necessary to make an examination of such part of machinery while it is in motion or, as a result of such examination, to carry out any mounting or shipping of bells or lubrication, or other adjusting operation while the machinery is still in motion, and such examination or operation is made or carried out in accordance with the provisions of sub - sections (1) of section 22
(2) The ! [State] Government may by rules prescribe such further precautions as it may consider necessary in respect of any particular machinery or part thereof or exempt, subject to such condition as may be prescribed, for securing the safety of the workers, any particular machinery or part thereof from the provisions of this section. WORK ON OR NEAR MACHINERY IN MOTION (1) Where in any factory it becomes necessary to examine any part of machinery referred to in section 21, while the machinery is in motion, or, as a result of such examination, to carry out(a) in a case referred to in clause (i) of the proviso to sub-section (1) of section 21, lubrication or other adjusting operation; or (b) in a case referred to in clause (ii) of the proviso aforesaid, any mounting or shipping of belts or lubrication or other adjusting operation, while the machinery is in motion, such examination or operation shall be made or carried out only by a specially trained adult male worker wearing tight fitting clothing (which shall be supplied by the occupier) whose name has been recorded in the register prescribed in this behalf and who has been furnished with a certificate of his appointment, and while he is engaged, (a) such worker shall not handle a belt at moving pulley unless i. the belt is not more than fifteen centimeters in width;
the pulley is normally for the purpose of drive and not merely a fly-wheel or balance wheel (in which case a belt is not permissible);
iii. iv. v. vi.
the belt joint is either laced or flush with the belt; the belt, including the joint and the pulley rim, are in good repair; there is reasonable clearance between the pulley and any fixed plant or structure; secure foothold and, where necessary, secure handhold, are provided for the operator; and
any ladder in use for carrying out any examination or operation aforesaid is securely fixed or lashed or is firmly held by a second person;]
(b) without prejudice to any other provision of this Act relating to the fencing of machinery, every set screw, bolt and key on any revolving shaft, spindle, wheel or pinion, and all spur, worm and other toothed or friction gearing in motion with which such worker would otherwise be liable to come into contract, shall be securely fenced to prevent such contact. No woman or young person shall be allowed to clean, lubricate or adjust any part of a prime-mover or of any transmission machinery while prime-mover or transmission machinery is in motion, or to clean, lubricate or adjust any part of any machine if the cleaning, lubrication or adjustment thereof would expose the woman or young person to risk injury from any moving part either of that machine or of any adjacent machinery.
The ![State] Government may, by notification in the Official Gazette prohibit, in any specified factory or class or description of factories, the cleaning lubricating or adjusting by any person of specified parts of machinery when those parts are in motion.
WELFARE 1. WASHING FACILITIES • Adequate and suitable facilities for washing shall be provided and maintained for use of the worker therein. • Separate and adequate screened facilities shall be provided for the use the of male and female workers. • Such facilities shall be conveniently accessible and shall be kept clean.
FACILITIES FOR STORING AND DRYING CLOTHING – The state government has been empowered to make rules requiring the provision therein of suitable places for keeping clothing not worn during working hours and for the drying of wet clothing in respect of any factory or class or description of factory. FACILITIES FOR SITTING - In every factory suitable arrangement for sitting shall be provided and maintained for or workers obliged to work in a standing position, in order that they may take advantage of any opportunities for rest which occur in the course of there work. CANTEEN – The factories act, 1948 under its section 46 gives power to make rules requiring that in any specified factory where in more then 250 workers are ordinarily, employed, a canteen or canteens shall be provide and maintained by the occupier for the use of the workers. • The date by which such canteen shall be provided .
The standards in respect construction, accommodation, furniture and other equipment of the canteen.
The food stuff to be served therein and the charges which may be made therefore.
The constitution of a managing committee for the canteen and representation of the workers in the management of the canteen.
The delegation to the chief in inspector, subject to such condition as may be prescribed, of the power to make rules under clause.
CRECHES • In every factory where in more then 30 women workers are ordinarily employed suitable room or rooms are required to be provided and maintained for the use of children under the age of six years of search women workers. • Such rooms shall provide adequate accommodation, these rooms shall be adequately lighted and ventilated and shall be maintain in clean and sanitary condition, these rooms are required to be under charge women trained in the care of children infants. • Prescribing the location and the standards in respect construction, accommodation, furniture and other equipment of rooms to be provided, under this section.
Requiring the provision in factories to which the section applies of additional faculties for the care of children belonging to women workers, including suitable provision of faculties, for washing and changing there clothing .
Requiring the provision in any factory of free milk or refreshment or both for such children.
Requiring that faculties shall be giving been any factory for the mothers of such children to feed them at the necessary intervals .
WORKING HOURS OF ADULTS •
WEEKLY HOURS -
It has been provided that no adult worker shall be
required to allowed to work in a factory for more then forty eight hours in any week. • WEEKLY HOLIDAYS – The factory at no adult shall be required or allowed to work in a factory on the first day of the week unless. • He has or will have a holiday for a whole day on one f the thee days immediately before or after the first days of the week, and • The manager of the factory has, before the said day or the substituted day under clause. • Delivered a notice at the office of the inspector of has intention to require the worker to work on the said day and of the day which is to be substituted, and • Displayed a notice that effect in the factory.
COMPENSATORY HOLIDAY - Where a worker is deprived of the weekly holiday u/s 52 or rules made thereunder, granting exemption by state government to factory from the provisions of section 52, he shall be allowed compensatory holidays in lieu of weekly holidays so lost. The worker shall be allowed compensatory holiday within the holidays were due or within two months immediately following that month. The state government may prescribe the manner in which compensatory holidays following shall be allowed. DAILY HOURS – Subject to 48 hours of work per week no adult shall be required or allowed to work in a factory for more then nine hours in any day. INTERVALS FOR REST- The continuous engagement of workers in any manufacturing process results in fatigue among workers. Even with short hours the strain of modern industry with its speed, its piece work, its division of labor, involving the monotonous repetition of the same process, some times even of the same movements, is heavy tax on worker. It is therefore, necessary and desirable to provide some rest to the workers in factory where they are engaged for the whole day so that they may recover strength and interest for the job they are doing. NIGHT SHIFTS – Where a worker in a factory works on a shift which extends beyond midnight; • For the purposes of rest section 52 and 53, a holiday for a whole day shall mean in his case a period of twenty – four consecutive hours beginning when his shift ends;
The following day for him shall be deemed to the period of twenty – four hours beginning when such shift ends and the hours he has worked after midnight shall be counted in the previous day. We at ROGER EXORT FOOTWEAR IND. a leading manufacturer and
exporter of footwear and footwear components, are committed to carry out our activities with highest concern for Customer delight, Environmental protection, Occupational Health & Safety, Ethical governance and in compliance with all applicable statutory, legislative and national and international standards requirements. Pursuant to this goal, we shall: • Supply high quality of footwear and footwear components and meet requirements of our customers. • Continually improve Quality, Productivity, Social Performance, cost of poor quality, impact of our activities on air, water & land and also in prevention / control of Occupational Health and Safety risks; • Monitor, control and upgrade our technology / processes and operational practices so as to optimize resource consumption and ensure safe work environment / well being at work place; • Recognize and care for the concerns of our employees and affected interested parties regarding the impact of our operations on the environment and Occupational Health & Safety hazards at work place;
Participate in overall social development of the neighborhood; • Strengthen awareness, skill and competence of our employees so as to enable them to contribute effectively in ensuring sound quality, environmental, social, occupational health and safety management.
FACILITIES PROVIDED TO WORKERS IN A FACTORY
WORKING HOURS Studies of business practices clearly link worker strain to reduced productivity, increased turnover and increased injury and illness. Workweeks are not to exceed the maximum set by local law. Further, a workweek should not be more than 48 hours per week, including overtime, except in emergency or unusual situations. Workers shall be allowed at least one day off per seven-day week. DRINKING WATER – This is a hygienic water supply and twenty four hours water supply facility in roger export. The effective arrangement shall be made to provide and maintain at suitable point conveniently situated for all workers employed a sufficient supply of wholesome drinking water. CANTEEN FACILITIES – A canteen be provided and maintained by the occupier for the use of the workers. The foodstuffs to be served therein and the charges which may be made the constitution of a managing committee for the canteen and representation of the workers in the management of the canteen. REST ROOMS AND LUNCH ROOMS – The rest rooms and a suitable lunch room, with provision for drinking water where workers can eat meals brought by them, are required to be provided and maintained for the use of the workers. The rest rooms or lunch room to be provided are required to be sufficiently lighted and ventilated and required to be maintained in a cool and clean condition.
LIGHTING FACILITIES – In roger export order to avoid eye – strain of the workers the requires proper lighting arrangements. The workers are working or passing there shall be provided and maintained sufficient and suitable and lighting, natural or artificial or both. CHILD LABOR AVOIDANCE Child labor is not to be used in any stage of manufacturing. The term “child” refers to any person employed under the age of 15 (or 14 where the law of the country permits), or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. The use of legitimate workplace apprenticeship programs, which comply with all laws and regulations, is supported. Workers under the age of 18 should not perform hazardous work and may be restricted from night work with consideration given to educational needs.
HUMANE TREATMENT There is to be no harsh and inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers: nor is there to be the threat of any such treatment.
NON - DISCRIMINATION Participants should be committed to a workforce free of harassment and unlawful discrimination. Companies shall not engage in discrimination based on race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership or marital status in hiring and employment practices such as promotions, rewards, and access to training. In addition, workers or potential workers should not be subjected to medical tests that could be used in a discriminatory way. FREEDOM OF ASSOCIATION Open communication and direct engagement between workers and management are the most effective ways to resolve workplace and compensation issues. Participants are to respect the rights of workers to associate freely, join or not join labor unions, seek representation, join workers’ councils in accordance with local laws. Workers shall be able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment. HEALTH and SAFETY Participants recognize that the quality of products and services, consistency of production, and workers’ morale, are enhanced by a safe and healthy work environment. Participants also recognize that ongoing worker input and education is key to identifying and solving health and safety issues in the workplace. Recognized management systems such as
OHSAS 18001 and ILO Guidelines on Occupational Safety and Health were used as references in preparing the Code and may be a useful source of additional information. The health and safety standards are: OCCUPATIONAL SAFETY Worker exposure to potential safety hazards (e.g., electrical and other energy sources, fire, vehicle, and fall hazards) are to be controlled through proper design, engineering and administrative controls, preventative maintenance and safe work procedures (including lockout/tagout). Where hazards cannot be adequately controlled by these means, workers are to be provided with appropriate personal protective equipment. Workers shall not be disciplined for raising safety concerns. EMERGENCY PREPAREDNESS Emergency situations and events are to be identified and assessed, and their impact minimized by implementing emergency plans and response procedures, including: emergency reporting, employee notification and evacuation procedures, worker training and drills, appropriate fire detection and suppression equipment, adequate exit facilities and recovery plans.
OCCUPATIONAL INJURY AND ILLNESS Procedures and systems are to be in place to manage, track and report occupational injury and illness, including provisions to: a) encourage worker reporting; b) classify and record injury and illness cases; c) provide necessary medical treatment; d) investigate cases and implement corrective actions to eliminate their causes; and d) facilitate return of workers to work. INDUSTRIAL HYGIENE Worker exposure to chemical, biological and physical agents is to be identified, evaluated, and controlled. When hazards cannot be adequately controlled by engineering and administrative means, workers are to be provided with appropriate personal protective equipment. PHYSICALLY DEMENDING WORK Worker exposure to physically demanding tasks, including manual material handling and heavy lifting, prolonged standing and highly repetitive or forceful assembly tasks is to be identified, evaluated and controlled. MACHINE SAFEGUARDING Physical guards, interlocks and barriers are to be provided and properly maintained for machinery used by workers.
DORMITORY AND CANTEEN Workers are to be provided with clean toilet facilities, access to potable water and sanitary food preparation and storage facilities. Worker dormitories provided by the Participant or a labor agent are to be clean, safe, and provide emergency egress, adequate heat and ventilation and reasonable personal space. • • • SECURITY FACILITY TRANSPORT FACILITIES GENERATOR FACILITIES
MEDICAL FACILITY The organization shall provide help to the regular, active and dedicated workers at the time of need.For its mediclaim policy ROGER is having its contract with geywel hospital sikandraThe policy ran successfully throughout the year. FESTIVAL ADVANCE: In order to celebrate the festival with enthusiasm and gaity, the worker of the organization shall be entitled to avail the festival advance. This facility would be given at the time of importance with an object to lessen the financial load on such occasions and this advance would be recovered in easy interest free installments.
1. Under this facility a worker can take his/her one month’s salary + D.A. as festival
advance as per decreation of the management committee. 2. The active /confirmed field worker will be entitled to get advance equal to the average
monthly income (commission+collection charges) of the last six months. 3. 4. This advanced will have to be repaid in 10 equal monthly installments. If both husband and wife are employed in the organization, the maximum advance
which can be made available is Rs.3, 000/-. 5. If the workers have not taken festival advanced in a calendar year, then this advance
can be taken by him/her in that year or subsequent year at time of availing the leave travel allowance facility, subject to necessary terms & conditions required for festival advanced. The recovery of this advanced shall be made in the coming 20 months (maximum). TERMS AND CONDITIONS Besides compliance of the ‘General Terms and Conditions’ as set by the organization for Additional Special Benefits it will be essential to conform to the under mentioned terms and conditions in order to avail this facility: 1. All workers of the organization who have completed one year of active and regular service with confirmation shall be entitled for this benefit.
2. Workers working in those ideal offices, where expense is within the set expense ratio, will be entitled to Festive Advance equal to one month’s earning by way of salary + D.A. or commission and collection charges (last 6 months average). Workers of all other Non Ideal Offices can take upto 50% of their one month’s salary + D.A. or commission + collection charges as festival advance. 3. This facility can be availed by the worker once or twice in every year but the total amount received as Festival Advance during the year will remain fixed. 4. If at any point of time, it is found that the Festival Advance has been taken for the
purpose of capital investment or for earning through some other sources, recovery of the advance will be made alongwith 24% interest per annum. Beside this, the person will be debarred from availing thisfacility forever, in the future. For Permanent/Confirmed Employees
CADRE OF PERMANENT S.No.
FESTIVE ADVANCEAMOUNT (Rs.)
DEDUCTION IN10 EQUAL MONTHLYINSTALLMENTS (Rs.)
Chief general manager worker & 1 above it Chief manager worker/asst. general manager
worker/dipt.general manager worker/general manager worker Asst.c.manager worker/dipt. C. manager worker/c. manager worker/asst. chief manager
worker/dipt. Chief manager worker
asst.manager worker/dipt. 4 manager worker/manager worker j.execuitive worker/execuitive 5 6 worker/c.executive worker Officer worker and C.officer worker 2500.00 250.00 3000.00 300.00 4000.00 400.00
Festive Advance Amount for Probationers:
FESTIVE S.No. CADRE OF WORKERS ADVANCE (RS.)
DEDUCTION IN 06 EQUAL MONTHLY INSTALLMENTS (RS.)
Asst.manager worker & Above it
Officer worker to C. execuitive worker
SJW III/II/I/ SJW Tech
Reimbursement is defined as, compensation paid (to someone) for damages or losses or money already spent etc. Reimbursement is also known as CTC i.e. Cost To Company. It is the money/facility which an employee gets except salary. Roger have a facility of
reimbursement for its employees. In it, he employees get the payment for telephone expenses, mobile expenses, fuel expenses and electricity expenses. The amount depends upon the cadre of the employees.
OBJECTIVES OF STUDY
The research project work undertaken for the partial fulfillment of the MBA program. The research project work undertaken for the partial fulfillment of the MBA program fulfills the following objectives: To know what is the environment of the organization? What are the factors that influence the working condition in the organization? To know what are the health and safety standards in the organization To understand what is relationship between working condition and employees productivity . To understand the difficulties in making workers satisfied.
“A good Methodology is Life blood of work”. Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by researcher in studying his research problem along with logic behind them. It is necessary for the researcher to know not only the research methods/techniques but also the methodology. The success of any dissertation work largely depends upon current selection & application of work methodology suitable method in according to nature of proposed study & enforcement to be covered in dissertation. Research Design: Research Design is simply the framework or plan for a study, which is used as a guide in collecting & analyzing data. It is the blue print that is followed in completing a study, as the objective of the research is descriptive in form, the research design must be made accordingly: Formulating objective of the study. Designing the method of data collection. Selecting the sample size. Collection of Data Analysis & Findings.
UNIVERSE: In the Research, opinion regarding “Impact of Merger & Acquisition
on Employees” has been taken from the different Companies Executives & Employees.
SAMPLING: Executives & Employees who have been faced the Merger &
Acquisition activities in their Organization.
DETERMINATION OF SAMPLE & SAMPLE SIZE: In the Research, survey has
been done on 50 employees. Data Collection Method:
PRIMARY DATA: this the data which is collected first time for the purpose of
research study. For collect Primary Data: I have used following method for collecting Primary Data. 1. 2. 3. Questionnaire Method Interview Method Observation Method
SECONDARY DATA: this is data which is already available or collected
by someone else. Secondary Data was collected from following sources. 1. 2. Internet Magazines
3. 4. 5.
News papers Books Journals
After this study, I came to know that working conditions are one of the very important aspect for the successful functioning of any organization. After completing my study on Roger Export, I found that there are many facilities been provided to employees which are not availably in any other organization. The organization tries its best to satisfy the employee on its own part but even then there is some sort of dissatisfaction between the employees. following are the major findings of study: 1- Most of the worker are aware that what of type of working condition should be given them at their work place. 2- Roger Export fulfill most of the requirements of working condition as per factory act 1948. 3- There is high degree of worker satisfaction to word there working condition [cleanness, lighting, setting facility, drinking water, canteen facility, ect ].
4- Most of worker are satisfied with organizational policy of working condition employees also expressed that their no biasisness regarding working condition at any level in the organization .
• Education facility needs to be revised which Roger provides to their employees, the amount should be increased for their benefit. • Leave Travel Allowance which is provided to the active and continuous employees after their 3 year of working in the organization, while most of the other companies make their employee available after 1 year of working. • Organization should get a feedback form from the employee’s side by which the organization can get the actual demand of the employees. • Organization should try to implement changes in their policy according to the change in trends and the need of the employees.
While learning any thing new there are some limitations and this project is no exception. Limitations while making projects 1. Sometime problems were faced while collecting data 2. Limitation of time: Time availability was one of the biggest limitations face due to shortage of time we had to limit the work in its present form. 3. Since we did not have any previous experience so it may have led to discrepancies in the report. 4. As the environment was very new to me so it takes some time to become friendly with the surroundings.
Employee satisfaction is the most important parts for running any organization and welfare is one of the ways to satisfy customers. Employees working at ROGER EXPORT are availing many great facilities which are not available in any other organization. Most of the workers are satisfied with these facilities and the organizational policies. But as every coin have two faces; every policy had some negative and positive attitudes from workers side. This attitude can be changed by adopting some new strategies and by some improvements in the running policies
I am a student of Aryan Institute Of Management & Computer Studies (Agra) and doing research project on the “Roger Exports Pvt. Ltd.”. Would you be willing to participate and answer few questions? If yes then please fill this questionnaire: 1) Do you know about working condition? a. Yes b. No
2) How much you are satisfied with working hours given?
a. High b. Moderate c. Poor 3) What is the satisfactory level of the place of work ? a. High b. Moderate c. Poor
4) Define cleanliness of office in objective form.
a. High b. Moderate c. Poor 5) What is the satisfaction level of the ventilation of office ?
a. High b. Moderate c. Poor 6) Express lighting condition as either high or moderate or poor. a. High b .Moderate c. Poor 7) What is your satisfactory level of furniture in the working place? a. High b. Moderate c. Poor 8) How many of you satisfied with stationary facility? a. High% b. Moderate% c. Poor% 9) Are you satisfied with the drinking water facility ? If Yes, the level of satisfaction is: a. High b. Moderate c. Poor
10) Are you satisfied with the canteen facility ? If Yes, the level of satisfaction is: a. High b. Moderate c. Poor 11) What is the level of satisfaction of day care facility ? a. High b. Moderate c. Poor
12) Are you satisfied with the organizational policy toward working condition .
a. Yes b. No 13) Does your organizational provide proper working conditions at every level? a. Yes b. No
Data obtained from the organization ROGER EXPORT Data collected with help of the questionnaire. Human Resource Management, C.B. Gupta. Data collected through Internet websites. MAGAZINES (1) (2) (3) India Today Business Plus Business Today
www.citehr.com www.rogerexports.com www.wikkipedia.com www.google.com firstname.lastname@example.org