Employee Welfare Final Project Report R

EMPLOYEE WELFARE
EMPLOYEE WELFARE
INTRODUCTION
Employee Welfare is an important facet of industrial relations, the extra dimension,
giving satisfaction to the worker in a way which evens a good wage cannot. With the growth
of industrialization and mechanization, it has acquired added importance. The workers in
industry cannot cope with the pace of modern life with minimum sustenance amenities. He
needs an added stimulus to keep body and soul together. Employers have also realized the
importance of their role in providing these extra amenities. And yet, they are not always able
to fulfill workers demands however reasonable they might be. They are primarily concerned
with the viability of the enterprise. Employee welfare, though it has been proved to contribute
to efficiency in production, is expensive. Each employer depending on his priorities gives
varying degrees of importance to labour welfare.
It is because the government is not sure that all employers are progressive minded and
will provide basic welfare measures that it introduces statutory legislation from time to time
to bring about some measures of uniformity in the basic amenities available to industrial
workers.
After employees have been hired, trained and remunerated, they need to be retained
and maintained to serve the organization better. Welfare facilities are designed to take care of
the wellbeing of the employees, they do not generally result in any monetary benefit to the
employees. No rare these facilities provided by employers alone. Governmental and non-
governmental agencies and trade unions too, contribute towards employee welfare.
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employees by the employer. Through such generous fringe benefits the
employer makes the life worth living for employees. The welfare amenities are extended in
addition to normal wages and other economic rewards available to employees as per the legal
provisions. Welfare measures may also be provided by the government, trade unions and
non-government agencies in addition to the employer. The basic purpose of employee
welfare is to enrich the life of the employees and keep them happy and contended.
Employee welfare today has become a very controversial topic. It covers a very broad
field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning
full ideas which have been evolved about it so far.
SALN College Of Engineering And Management Page 1

EMPLOYEE WELFARE
The term welfare suggest many ideas, meanings and connotations, such as the state of
well-belling, health, happiness, prosperity and the development of human resources. The
concept of welfare can be approached from various angles. Welfare has been described as a
total concept. It is a desirable state of existence involving for certain components of welfare,
such a health, food, clothing, and housing, medical assistance, insurance, education,
recreation. Job security, and so on.
The word employee means any productivity activity. In a broader sense, therefore, the
phrase employee welfare means the adoption of measures to promote the physical, social,
psychological and general well being of the working population. Welfare work in any
industry aims, or should aim, at improving the working and living conditions of workers and
their families.
The concept of employee welfare originates in the desire for a humanitarian approach
to the sufferings of the working class. Later, it becomes a utilitarian philosophy which
worked as a motivating force for labor and for those who were interested in it.
Employee welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
“Efforts to make life worth living for worker”
“The oxford dictionary”

Concept of Employee welfare
The concept of labour welfare is flexible and elastic and differs widely with time,
region, industry, social values and customs, degree of industrialization, the general
socioeconomic development of the people and the political ideologies prevailing at a
particular time . It is also molded according to the age-groups, socio-cultural background,
marital and economic status and educational level of the workers in various industries In its
broad connotation, the term welfare refers to a state of living of an individual or group in a
desirable relationship with total environment – ecological, economic, and social.
Conceptually as well as operationally, labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State which is applicable in the plant.
The concept of social welfare, in its narrow contours, has been equated with economic
welfare. As these goals are not always be realized by individuals through their efforts alone,
the government came into the picture and gradually began to take over the responsibility for
the free and full development of human personality of its population. Labour welfare is an

EMPLOYEE WELFARE
extension of the term Welfare and its application to labour. During the industrialization
process, the stress on labour productivity increased; and brought about changes in the
thinking on labour welfare.
In its broad connotation, the term welfare refers to a state of living of an individual or
group in desirable relationship with total environment – ecological, economic, and social.
Concept dually as well as operationally, labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State. The concept of social welfare,
in its narrow contours, has been equated with economic welfare. Pigou defined it as “that part
of general welfare which can be brought directly or indirectly into relations with the
measuring rod of money” (Pigou, 1962). According to Willensky and Labeaux, social welfare
alludes to “those formally organized and socially sponsored institutions, agencies and
programmes which function to maintain or improve the economic conditions, health or
interpersonal competence of some parts or all of a population” (Willensky and Labeaux,
1918). As these goals may not always be realized by individuals through their efforts alone,
the government came into the picture and gradually began to take over the responsibility for
the free and full development of human personality of its population. Labour welfare is an
extension of the term Welfare and its application to labour. During the industrialization
process, the stress on labour productivity increased; and brought about changes in the
thinking on labour welfare. An early study under the UN observed as follows “in our opinion
most underdeveloped countries are in the situation that investment in people is likely to prove
as productive, in the purely material sense, as any investment in material resources and in
many cases, investment in people would lead to a greater increase of the flow of goods and
services than would follow upon any comparable investment in material capital”. The theory
that welfare expenditure, especially expenditure on health and education, is productive
investment has led to the view that workers could work more productively if they were given
a fair deal both at the work place and in the community. The concept of labour welfare has
received inspiration from the concepts of democracy and welfare state. Democracy does not
simply denote a form of government; it is rather a way of life based on certain values such as
equal rights and privileges for all. The operation of welfare services, in actual practice, brings
to bear on it different reflections representing the broad cultural and social conditions. In
short, labour welfare is the voluntary efforts of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the employees

EMPLOYEE WELFARE
beyond what is required by law, the custom of the industry and the conditions of the market
The constituents of labour welfare included working hours, working conditions, safety,
industrial health insurance, workmen’s compensation, provident funds, gratuity, pensions,
protection against indebtedness, industrial housing, restrooms, canteens, crèches, wash
places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms,
workers’ education, co-operative stores, excursions, playgrounds, and scholarships and other
help for education of employees’ children.

EMPLOYEE WELFARE
INDUSTRY PROFILE
AMARA RAJA GROUPS
Amara Raja Group
Amara Raja Group founded by Mr. Ramachandra N Galla, with a vision to offer
Quality products/solutions to the Power Sector by installing manufacturing facilities in Rural
India.
Amara Raja Batteries Ltd
Amara Raja batteries Ltd (ARBL) is the flagship company of the group and has a
Joint Venture with Johnson Controls Inc (USA), UAS 35 billion Fortune 500 Organization.
ARBL is a dominant player in the Indian Ocean Rim market under the renowned “Amaron”
Brand, also offering products in the Industrial segment.
Amara Raja Electronic Ltd
Amara Raja Electronics Ltd (AREL) is located at Diguvamagham near Chittoor, in

Andhra Pradesh. India. AREL manufactures Battery Chargers, Digital Inverters and Trickle
charges and also provides solutions to the parent company by offering its services for
assembly and testing.
Amara Raja Power Systems Ltd
Amara Raja Power Systems (ARPSL), first company to be established in the group offers
the following.
 Design and development of Power Electronic products

 Power electronics Systems Integration and testing
 Magnetic Manufacturing

EMPLOYEE WELFARE
Mangal Precision Products Ltd
Mangal Precision Products (MPPL) is situated at Petamitta in Chittoor district in

Andhra Pradesh. India. MPPL manufactures the following products:
Fabrication of advanced sheet metal products and fasteners, plastic component and
compounds with Technological support - Nedschroef, Belgium
MISSION AND HISTORY

Mission, mantra, way of thinking, philosophy, what we live for… call it what you
want, you’ll find it below. Introduce yourself to the way we think.
"To transform our spheres of influence and to improve the quality of life by building
institutions that provide better access to better opportunities, goods and services to more
people…all the time."
Introduce latest generation technologies
Adapt these technologies to suit the operating environment
Develop and manufacture globally competitive, customer-focused products of world-class

quality
Responsibly introduce these products into relevant markets
Provide world-class customer support

EMPLOYEE WELFARE
Achievements and credentials
Best Telecom equipment Manufacturer Award 2009 by BSNL
Quality Excellence Award for the year 2009 by INDUS Towers
Amaron® is the preferred supplier to Daimler Chrysler, Ford and General Motors
Automotive Product of the year 2000 by Overdrive
Excellence in Environmental Management in 2002 by AP Pollution Control Board
Creative Advertiser of the year '02 by ABBY
Ford "World Excellence Award"
Ford Q1 Award
ISO-9001 in 1997…RWTUV
QS 9000 in 1999…RWTUV
ISO/TS 16949 in 2004…RWTUV
Quality benchmarks
Best Business Practices as per JCI
ISO 14001 in 2002…RWTUV
Part of the world's largest battery manufacturing alliance - Johnson Controls Inc., USA
Largest manufacturer of standby VRLA batteries in South Asia
MANAGEMENTS
RAMACHANDRA N GALLA
Chairman
Amara Raja Batteries Ltd.
Dr. Dr. Ramachandra N. Galla is the Patriarch of an illustrious business family of

Andhra Pradesh, Gallas, who have established a name for themselves by successfully setting
up Amara Raja Batteries. Born in 1938, Dr. Ramachandra Galla is an Electrical Engineer
from S.V. University, Tirupati and has to his credit Masters degrees in Applied Electronics,
Roorkee, India and Systems Sciences, Michigan State University, USA.

EMPLOYEE WELFARE
Dr. Galla started his career as an Electrical Engineer in US Steel Corporation, USA
moved on to Sargent and Lundy, USA as a Consulting Engineer for the Designing of Nuclear
and Coal Fired Power Plant. He initiated various projects in these corporations and mastered
the ropes of this competitive business in a very short time. However, he soon discovered that
his natural inclination was serving his country and as a logical sequel he gravitated towards
Chittoor his native place in India. Dr. Galla laid the foundation of Amara Raja batteries in
1985 in Chittoor.
In his capacity as the Chairman, Dr. Ramachandra Galla has promoted and established
the following companies from the conceptual stage which are now well established and profit
making:
Amara Raja Batteries Ltd

Amara Raja Power System Ltd
Mangal Precisions Products Ltd
Amara Raja Electronics Ltd
Galla Foods Ltd
Amara Raja Infra (P) Ltd
Amaron Batteries (P) Ltd
Amara Raja Industrial Services (P) Ltd
Dr Galla’s fines hour as a business man came in 1998 when he was presented “BEST
ENTERPRENEUR OF THE YEAR 1998” – by Hyderabad Management Association,
Hyderabad. He has been bestowed with honorary doctorate degrees from Jawaharlal Nehru
Technical University in 2008 at Hyderabad and Sri Venkateswara University in 2007 at
Tirupati. He has also been conferred with “THE SPIRIT OF EXCELLENCE” award by
Academy of Fine Arts, Tirupati, and various other prestigious awards.
Corporate social responsibility

We believe in taking responsibility for whatever we do; within and without the
company. It’s what responsible leaders are expected to do. Our vision is to create
communities that are economically and socially vibrant enough to stimulate growth and self-
reliance; within and without the company

EMPLOYEE WELFARE
In keeping with this commitment, we’ve committed ourselves to social activities in

the following four areas:
>Education
>Infrastructure
>Village Development
>Environment
Education
To ensure our people have a better quality of life we provide primary schooling
facilities for the children of our employees. We also provide our employees with facilities in
the form of free memberships to education enhancement trusts and organizations like the
library for employees on site, the Rajanna Trust for intellectual enhancement, the Krishna
Deva Raya Trust and Cultural Association, Vinayashramam, Thapovanam and the Rashtriya
Seva Samithi.
Infrastructure
Some of the infrastructure requirements for daily living that we take responsibility for
include a bank for employees and the public, residential complexes for employees, medical
and other facilities like a post office, subsidized transportation and recreational clubs for
everyone who works with us.

EMPLOYEE WELFARE
COMPANY PROFILE
GALLA FOODS
Galla Foods is part of the USD207 million Amara Raja Group, makers of
internationally acclaimed Amaron Batteries.
Situated at Chittoor in Andhra Pradesh, the mango belt in India, Galla Foods (GFPL),
is a 100% Export Oriented Unit (EOU) processing Tropical Fruit Purees, Concentrates and
fresh fruits.
Galla Foods was started keeping in mind the local farming community wealth. The
farming community is an integral part and forms the backbone of the organization. In its
effort to be a forerunner in the chosen areas of business in terms of best practices in quality
and technology, GFPL plans to benefit farmers, the industry and the nation in a phased
manner.
Galla Foods believes in empowering farmers by providing technical assistance from

research institutes in the food industry to support the farmers in achieving better quality and
higher yields by developing the gardening and harvesting techniques. Further to educating
farmers with latest horticultural techniques, Galla Foods is encouraging farmers to mobilize
the fruits directly to the factory, thereby minimizing the fruit handling damages and high
value realizations.
The first phase has been completed, by setting up of state-of-the-art fruit processing
plant to produce natural tropical fruit puree and concentrates.
MANAGING DIRECTOR
Jayadev Galla (Jay) is the Managing Director of Amara Raja Batteries Limited
(ARBL), a leading manufacturer of Advanced Lead Acid batteries for Industrial and
Automotive applications. ARBL is a joint venture between Amara Raja group and US based
Johnson Controls Inc. (JCI). JCI is a USD 35 billion conglomerate and the global leader in
building efficiency, automotive interior experience and automotive power solutions. The
company owns the brand name “Amaron” which is the second largest selling automotive
battery brand in India today. ARBL is a widely held public limited company listed on the

EMPLOYEE WELFARE
National Stock Exchange of India Limited and the Bombay Stock Exchange Limited. The
gross revenue for the year ending 31 March 2009 is more than USD 300 mn.
Achievements
Spearheading ARBL’s automotive batteries (Amaron) venture
Striking a partnership with JCI, U.S.A. for the automotive battery business
Winning the prestigious Ford World Excellence Award in 2004 achieved by meeting global
delivery standards. ARBL is the 3rd supplier from India to be given this award.
Posts and Responsibilities
Confederation of Indian Industry
 Young Indians National Branding Chair

 Young Indian’s National Immediate Past Chairman
 Young Indians Immediate Past Chairman - District Chapter Initiatives
Amara Raja Group of Companies
 Managing Director, Galla Foods Limited,

 Director, Amara Raja Power Systems Ltd.
 Director, Amara Raja Electronics Ltd.
 Director, Mangal Precision Products Ltd.
 Director, Amara Infra Pvt. Ltd.
 Director, Amaron Batteries Pvt. Ltd.
 Director, Amara Raja Industrial Services Pvt. Ltd.
Permanent Trustee of the Rajanna Trust
The Trust was established in 1999 and is dedicated to rural development and to
improve the economic conditions of the farmers in Chittoor District, Andhra Pradesh. Among
other things, Rajanna Trust has executed micro irrigation projects valued to a tune of 1
million US dollars which has benefited over 2000 agricultural families
FACILITY
Galla Foods processing facility is located in Chittoor, spread over an area of 150
acres. This place has been earmarked to host a Integrated Food Complex of International

EMPLOYEE WELFARE
standards. The facility currently has a tropical fruit Puree / Concentrate processing plant and
the pack house for preparing the Fresh Fruits and Vegetables
CUTTING EDGE TECHNOLOGY
Galla Foods plant is equipped with state-of-the-art fruit puree processing aseptic
filling line of SIG- Manzini, Italy to produce natural fruit pulps and concentrates. The plant
has one of the India's single largest fruit processing line -10 TPH ripen fruit processing with
Aseptic Packaging.
Valuable Industrial Expertise
Galla Foods is backed with strong support and service from its team of highly
qualified technical personnel and domain experts with perceptive knowledge and skill.
Powered by priceless hands-on experience these professionals are upgrading themselves
continuously to identify and introduce improved and innovative product offerings that would
delight customers worldwide and comply with the leading global quality standards.
Puree and Concentrate Facility
The fruit processing aseptic line is from SIG-Manzini of Italy. The line has a capacity
to process 10 metric ton per hour ripened fruits. the processing line is fully integrated and
controlled by PLC.
Pack House
Galla Foods has a set up a Fresh fruit and Vegetable processing facility from Greefa,
Spain. Fresh fruits including mangoes, bananas are processed along with tropical vegetables
like Okra, Egg plant, Lemon, Bitter gourd etc. The facility also holds ripening chambers, pre
cooling chambers and cold storage to handle fresh fruits and vegetables
Vapor Heat Treatment (VHT)
To enable Fresh Mango exports to countries like Japan and Korea, Galla Foods has
commissioned the VHT facility. This ensures irradiation of the fruit flies in the fresh fruit.
Galla foods are the first private organization to set up this facility in the country.
CERTIFICATIONS
INTERNATIONAL QUALITY STANDARDS
GFL’s quality and business objectives are designed to challenge the organization
through continual improvement and zeal of results.

EMPLOYEE WELFARE
At GFL’s quality determines not only the end product but processes and operations at
all levels. The company’s laboratory is equipped with the latest testing facilities to perform
all necessary tests. Frequent and stringent quality checks are carried out for Physical,
Chemical, Organoleptic and Microbial parameters and immediate corrective measures are
carried out on detection of variance in parameters, assuring a high quality end product. As a
mandatory procedure, all finished products are analyzed with extreme care before clearance
by GFL’s quality assurance staff.
Our certifications include
1. HACCP (Food Safety Certification) by TUV, Germany
2. ISO 9001:2000 (Quality Management System) by TUV, Germany
3. KOSHER by Star-K, USA
4. Sure Global Fair (SGF)
5. Halal Certification

EMPLOYEE WELFARE
PRODUCT PROFILE
Puree / Pulp
Galla Foods offers finest tropical fruit purees including Mango puree, Guava puree,
Papaya puree, Tomato puree etc. Fruits are carefully graded, sorted and are directly sourced
from the farmers to a large percentage. We ensure direct interaction with the farmers and
share knowledge on pre and post harvesting practices, resulting in better quality, better yield
and highest satisfaction.
Mango Puree
Alphonso Mango
Totapuri Mango
Guava Puree
White Guava
Pink Guava
Papaya Puree
Yellow Papaya
Red Papaya
Tomato Puree
Tomato
Banana Puree
Acidified Banana Pure

EMPLOYEE WELFARE
CONCENTRATES
Galla Foods offers finest tropical fruit concentrates including Mango concentrates,
Guava concentrates, Papaya concentrates etc. Fruits are carefully graded, sorted and are
directly sourced from the farmers to a large percentage. We ensure direct interaction with the
farmers and share knowledge on pre and post harvesting practices, resulting in better quality,
better yield and highest satisfaction.
Mango Concentrates
Totapuri Mango
Neelam Mango
Guava Concentrates
White Guava
Pink Guava
Papaya Concentrates
Yellow Papaya
Red Papaya

EMPLOYEE WELFARE
BEVERAGES FRUIT DRINKS
Galla Thick Mango Magic
Experience true magic rush in your mouth with the inimitable blend of Galla thick mango
with apple or orange. Add to this the multiple benefits of the exotic fruits…
Fruit Nectars
Galla Thick Mango
Galla Thick Mango – the thickest, juiciest mangoes, bottled just for you ! Made from the
fattest and juiciest mangoes; Galla Thick Mango is a delicious treat for your…
Galla Thick Mango Cocktail
Pure, true and unmatched… Galla thick mango cocktail is sumptuous blend of exotic fruits
with the quintessential king of fruits…
Classical Mango and Apple-Litchi
Galla Foods has entered the popular fruit drinks segment with the launch of Galla Fruit
Drinks in two flavors – Classical Mango and an exotic blend of Apple-Litchi...

EMPLOYEE WELFARE
Fresh Fruits
Tropical Fresh Fruits processing at Integrated Pack House Facility

Galla Foods has a set up a fresh fruit and Vegetable processing Pack House in addition to the
state of the art Fruit Puree and concentrate processing. Fresh fruits including Mangoes,
Bananas are processed along with tropical vegetables like Okra, Egg plant, Lemon, Bitter
gourd etc. The facility also holds ripening chambers, pre cooling chambers and cold storage
to handle fresh fruits and vegetables.
Mangoes: Located in Mango belt of India, Galla Foods has access to variety of fresh
Mangoes like Alphonso, Banganapalli, Neelam, Rumani etc. The fresh mangoes are
handpicked, processed in the pack house as per international standards for Domestic and
Global markets.
Bananas: The pack house handles variety of bananas which undergo Controlled Artificial
Ripening resulting in uniform ripening with fine texture.
Others: The facility also can process fresh fruits like Papaya, Pineapple, Guava,
Pomegranates etc based on the need and availability.
Fresh Vegetables
Tropical Fresh Vegetables processing at Integrated Pack House

Facility
Galla Foods has a set up a Fresh fruit and Vegetable processing Pack House in
addition to the state of the art Fruit Puree and Concentrate processing.
FRESHVEGETABLES
Farms around the facility grow tropical vegetables like Okra, Egg plant, Cluster

EMPLOYEE WELFARE
beans, Ridge Gourd, Bitter Gourd and leafy vegetables. Galla Foods has entered into
contract farming with the farmers to ensure quality produce. Galla Foods also enriches
the farming community by sharing with farmers Pre and Post Harvesting techniques.
ENVIRONMENT
WATER MANAGEMENT
Water is an essential and precious natural resource. It is a nature’s gift. Without water
there is no life on the earth. It is as important to the fruit processing industry as to the living
being. But, water is becoming scarce year by year due to increase n its consumption in
industries and agriculture sectors and indiscriminate use /wastage by human beings,
therefore, it needs a integrated and scientific approach for its management to use it so that
undesirable wastage is avoided which helps us to save water for right utilization .
Keeping the importance of water in mind, we take care at every stage of use of water
to the best effect in our factory.
Our main source of water is bore wells. The water is potable. Water from all bore
wells is collected in a sump. From there it is pumped to over head tank to supply to various
locations of use. To manage appropriately and conserve the water, we are taking following
steps at various locations of its use:
Fruit washing: the water is re-circulated after filtration up to it becomes dirty. This water
is chl0rinated to control the contamination by continuous dosing of chlorine in the washing
tub.
Steam generation
Water for boiler feeding is treated in water softener to reduce the hardness. The steam
condensate of evaporator is recycled to boiler to save water and energy as condensate will
have high temperature.
1. Steam condensate from other heating equipments and Vapour condensate from pulp
concentration is collected in a tank to use in crate and floor cleaning.
2. Floor and equipments are cleaned by compressed water jet to conserve the water.
3. Treated effluent is used for civil construction and gardening.

EMPLOYEE WELFARE
4. Flow meters are installed at location of major use to have control over water
utilization.
5. UV sterilizer is installed on main line of water, which feed to processing to sanitize
the water.
6. The water to be used for blending in product is treated in r o plant.
7. Drinking water is passed through zero-b filter.
WASTE MANAGEMENT
Effluent treatment.
Effluent from all locations of water use is collected through inter connected drains in
ET plant. It is aerated here and transferred to settlement tank for sedimentation of solid
particles. The treated effluent is sent to oxidation pond. From pond, water is used for
gardening and civil construction.
The sludge is transferred to drying bed. The dried sludge is used as manure in our
garden.
The main feature of our company is that no effluent treated or untreated is released in public
drains and therefore, does not pose any danger to surrounding environment and public.
Solid waste management
The solid waste consists of followings
 Seeds of fruits
 Stem ends and skin/peel of fruits and vegetables
 Pomace-consists of fibers and embedded pulp.
 Spoiled fruits and vegetables
The seeds and peels of good fruits are passed second time through a pulper to remove the
remaining pulpy portion. The pulp extracted so and Pomace are mixed and given an
enzymatic treatment and centrifuge to remove the extraneous materials so that pulp can be
used for making concentrate. This helps in improving the recovery out of fruits.

EMPLOYEE WELFARE
Then, seeds and peels are dried in sun to be used as cattle feeds and fuel in small-scale
industries.
Spoiled fruits and damaged portion of peels are used for manuring by vermiculture
and composting in pits.
The manure is used for gardening and helps to maintain good environment in and
around our working area.
To maintain good environment, we are planting lot of trees in our premises, which are
nourished by in-house made manure and treated effluent.
Fruit washing: the water is re-circulated after filtrations up to it becomes

EMPLOYEE WELFARE
GROUP COMPANIES
A group is known by the companies it keeps

Galla Foods:
Inaugurated on 4th May, 2005 at Chittoor, in AP

Investment of US$ 4.6 million
100% Export Oriented Unit
Amara Raja Electronics Ltd:
PCB Assembly (Through hole and SMT)

Located at Diguvamagham near Chittoor, in AP
Electronic products Assembly and Testing
Currently manufacturing Battery chargers, Digital inverters and
trickle chargers
Amara Raja Power Systems Limited:
Design and development of Power Electronic products
Power electronics Systems Integration and testing
Magnetics Manufacturing
Mangal Precision Products Limited:
Situated at Petamitta in Chittoor district in AP
Fabrication of advanced sheet metal products and fasteners, plastic
component and compounds
Technological support - Nedschroef, Belgium

EMPLOYEE WELFARE
NEED OF THE STUDY

1. It is essential to know about the welfare conditions of employees.
2. It is necessary to know the satisfaction level of works in the organization and also their
Perception regarding their future and other benefits given by the organization
3. There is a need to know whether the employees are expecting any improved level of
Welfare facilities from the company
4. The result of this study will be move helpful to the organization to recognize existing
Conditions and welfare facilities in the organization.

EMPLOYEE WELFARE
SCOPE OF THE STUDY

The study covers 100 respondents of workers. The study of Employee welfare covers
weather the company providing welfare schemes to the workers, the hygienic is maintained
by the company and weather the company maintaining the safety precautions or not. The
focus of the study is confined to one organization GALLA FOODS LIMITED. It help to
understand the workers atmosphere at the work place and helps the company to check if the
existing schemes are providing good facilities to workers or not.
Employee welfare is by its very nature must necessarily be elastic, bearing a
somewhat interpretation in their company according to the different social customers, the
degree of industrialization and the education development of the workers. The management
has to be elastic prerequisites of the life, and the minimum basic amenities.
It may include not only minimum basic standard of hygienic and safety but also laid
down in general labour legislation

EMPLOYEE WELFARE
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
1. To know about the Employee welfare measures being implemented in GALLA
FOODS LIMITED.
SECONDARY OBJECTIVE
1. To know about the awareness of statutory welfare measures in company.
2. To know about the workers expectations on welfare measures.
3. To know about the satisfaction level of workers on welfare measures.

EMPLOYEE WELFARE
REVIEW OF LITERATURE
Definition of Employee Welfare
Labor welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
“Efforts to make life worth living for worker”
“The oxford dictionary”

“The voluntary effort of the employers to establish, within the existing industrial
system, working and sometimes living and cultural conditions of the employees beyond what
is required by law, the customs of the industry and the conditions of the market”
“According to Encyclopedia of social sciences”
Some of the social scientists have noted that the problems of our contemporary
civilization are most marked in highly industrialized societies. It influences on the humans
social and psychological distress’s to avoid the distress. Some of the framers introduced the
welfare programmers and the activities must be necessary to human to make him happy. This
welfare approach has become necessary because of the social problems that have emerged as
a result of industrialization in capitalistic settings. After the abolition of slavery in 1833 the
British colonies started importing Indian labor. Labor welfare activity was largely controlled
by legislation, the earliest act being the apprentices Act of 1850, the next act was fatal
accidents act of 1853, provide compensation to the workmen families who lost their lives as a
result of any actionable wrong. And the merchant shipping act 1859 providing health,
accommodation and protection to the employment of the seamen. To improving the working
conditions of the labor they enact the workmen’s breach of contract act, 1859 and the
employers’ and workmen’s (disputes) act 1868. The first Indian factories act was set up in
1881, which mark the beginning of a series of labor laws which brought about the
improvement in the working conditions of the workers who works in the Bombay textile
mills. The recommendations of the international labor conference in 1890, held in Berlin,
exercise a considerable influence on labor legislation in India. Under pressure from labor, the
Bombay textile mill owners decided to declare Sunday a day of rest. To make development
and implement the mentioned below, the government of India, on the advice of a special
commission, passed the Indian factories act of 1891, which was a being advance over the act
of 1891. Its main provisions were:

EMPLOYEE WELFARE
1) It applied to all factories employing 50 persons or more. It could he extended to

factories employing 20 persons.
2) A mid –day break of half an hour was made compulsory.
3) A weekly off –day was prescribed.
4) Women were allowed to work for maximum of 11 hours with a break of 1 ½
hours.
5) The lower and higher age limit of children employed in factories was respectively
raised to 9 and 14. They were allowed to work only in the day –time and for not more the 7
hours a day.
6) Local governments were empowered to make rules regarding sanitation and other
amenities for workers
7) Provision was made for inspection and penalties for breach of any provision of
factory act.
At the time first world war, in1919 International Labour Organization (ILO) was set
up. In the year of 1934 the Royal Commission gave priority to the labors safety, health and
ventilation.
At the time of Second World War in 1939 the total number of workers in India in
1,75,000 members. The government actively promoted welfare activities like providing the
minimum wages, crèches, ambulance rooms, canteens etc., started making their appearance
on the industrial sense.
After independence the factories act 1947 replaced all the provisions which are
i)provisions regarding safety-guarding of machines, ii) drinking water, iii) provisions
regarding health and cleanliness, iv) washing and latrine facilities, v) lunch rooms and rest
rooms, vi) sitting arrangements vii) first aid and dispensary facilities in all factories
employing more than 500 workmen, viii) crèches where more than 50 more women are
employed, ix) welfare officer where more than 500 workmen are employed, x) provision of
spittoons, xi) holidays with wages at the rate of one day for every 20 days worked, xii)weekly
hours – 48 for adults and 27 for younger persons, xiii) regulations regarding young persons,
xiv) rate of payment for overtime work, xv) rest for half an hour maximum of 5 hours of
work, xvi) number of hours work and xvii) weekly holidays.
In our country also introduced some of the welfare amenities had been provided to
the industrial labor through the Indian constitution. Concomitantly labor welfare in India has
gained in importance.

EMPLOYEE WELFARE
Employee welfare defines as “efforts to make life worth living for workmen”. These
efforts have their origin either in some statute formed by the state or in some local custom or
in collective agreement or in the employer’s own initiative.
OBJECTIVES
 To give expression to philanthropic and paternalistic feelings.

 To win over employee’s loyalty and increase their morale.
 To combat trade unionism and socialist ideas.
 To build up stable labour force, to reduce labour turnover and absenteeism.
 To develop efficiency and productivity among workers.
 To save oneself from heavy taxes on surplus profits.
 To earn goodwill and enhance public image.
 To reduce the threat of further government intervention.
 To make recruitment more effective (because these benefits add to job appeal).
Employee relations. An organization's director of industrial relations forms labor

policy, oversees industrial labor relations, negotiates collective bargaining agreements, and
coordinates grievance procedures to handle complaints resulting from management disputes
with employees. The director of industrial relations also advises and collaborates with the
director of human resources, other managers, and members of their staffs, because all aspects
of human resources policy—such as wages, benefits, pensions, and work practices—may be
involved in drawing up a new or revised work rules that comply with a union contract.
Labor relations managers and their staffs implement industrial labor relations
programs. Labor relations specialists prepare information for management to use during
collective bargaining agreement negotiations, a process that requires the specialist to be
familiar with economic and wage data and to have extensive knowledge of labor law and
collective bargaining procedures. The labor relations staff interprets and administers the
contract with respect to grievances, wages and salaries, employee welfare, healthcare,
pensions, union and management practices, and other contractual stipulations. In the absence
of a union, industrial relations personnel may work with employees individually or with
employee association representatives.

EMPLOYEE WELFARE
Dispute resolution—attaining tacit or contractual agreements—has become

increasingly significant as parties to a dispute attempt to avoid costly litigation, strikes, or
other disruptions. Dispute resolution also has become more complex, involving employees,
management, unions, other firms, and government agencies. Specialists involved in dispute
resolution must be highly knowledgeable and experienced, and often report to the director of
industrial relations. Mediator’s advice and counsel labor and management to prevent and,
when necessary, resolve disputes over labor agreements or other labor relations issues.
Arbitrators, occasionally called umpires or referees, decide disputes that bind both labor and
management to specific terms and conditions of labor contracts. Labor relations specialists
who work for unions perform many of the same functions on behalf of the union and its
members.
Other emerging specialties in human resources include international human resources

managers, who handle human resources issues related to a company's overseas operations and
human resources information system specialists, who develop and apply computer programs
to process human resources information, match jobseekers with job openings, and handle
other human resources matters; and total compensation or total rewards specialists, who
determine an appropriate mix of compensation, benefits, and incentives. Work environment.
Human resources personnel usually work in clean, pleasant, and comfortable office settings.
Arbitrators and mediators many of whom work independently may work out of home offices.
Although most human resources, training, and labor relations managers and specialists work
in the office, some travel extensively. For example, recruiters regularly attend professional
meetings, participate in job fairs, and visit college campuses to interview prospective
employees. Arbitrators and mediators often must travel to the site chosen for negotiations.
Trainers and other specialists may travel to regional, satellite, or international offices of a
company to meet with employees who work outside of the main corporate office. Many
human resources, training, and labor relations managers and specialists work a standard 40-
hour week. However, longer hours might be necessary for some workers—for example, labor
relations managers and specialists, arbitrators, and mediators—when contract agreements or
dispute resolutions are being negotiated.

EMPLOYEE WELFARE
FEATURES OF EMPLOYEE WELFARE

The features of employee welfare are: -
* Employee welfare is a comprehensive term including various services, facilities and
amenities provided to employees for their betterment.
* The basic purpose in to improve the lot of the working class.
* Employee welfare is a dynamic concept.
* Employee welfare measures are also known as fringe benefits and services.
* Welfare measures may be both voluntary and statutory.
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up a employee
welfare service:
 The service should satisfy real needs of the workers. This means that the manager
must first determine what the employee’s real needs are with the active participation
of workers.
 The service should such as can be handled by cafeteria approach. Due to the
difference in Sex, age, marital status, number of children, type of job and the income
level of employees there are large differences in their choice of a particular benefit.
This is known as the cafeteria approach. Such an approach individualizes the benefit
system though it may be difficult to operate and administer.
 The employer should not assume a benevolent posture.
 The cost of the service should be calculated and its financing established on a sound
basis.
 There should be periodical assessment or evaluation of the service and necessary
timely on the basis of feedback.
TYPES OF WELFARE SERVICES

The types of welfare services are as follows
* Intramural: - These are provided within the organization like:
1. Canteen,
2. Rest rooms,
3. Crèches,
4. Uniform etc.

EMPLOYEE WELFARE
* Extramural: - These are provided outside the organization, like

1. Housing,
2. Education,
3. Child welfare,
4. Leave travel facilities,
5. Interest free loans,
6. Workers cooperative stores,
7. Vocational guidance etc.
EMPLOYEE PROTECTION AND WELFARE
STATUTORY WELFARE MEASURES
The preamble to our Indian Constitution promises justice - social, economic and
political. It also stresses Equality of status and of opportunity. Article 23 of the Constitution
prohibits traffic inhuman beings and forced labour. Article 24 prohibits employment of
children in factories. The article 38 and 39 spelt under Directive Principles of State Policy are
now enforceable as per the dictums laid by our Supreme Court.
Constitution of India, Article 38: State to secure a social order for the promotion of welfare
of the people:
The State shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which justice, social, economic and
political, shall inform all the institutions of the national life.
The State shall, in particular, strive to minimize the inequalities in income, and
endeavor to eliminate inequalities in status, facilities and opportunities, not only amongst
individuals but also amongst groups of people residing in different areas or engaged in
different vocations.
Constitution of India, Article 39: Certain principles of policy to be followed by the State. -
The State shall, in particular, direct its policy towards securing –
 That the citizens, men and women equally, have the right to an adequate means to
livelihood;
 That the ownership and control of the material resources of the community are so
distributed as best to sub serve the common good;
 That the operation of the economic system does not result in the concentration of
Wealth and means of production to the common detriment ;

EMPLOYEE WELFARE
 That there is equal pay for equal work for both men and women;
 That the health and strength of workers, men and women, and the tender age of
Children are not abused and that citizens are not forced by economic necessity to
enter avocations unsuited to their age or strength
 Those children are given opportunities and facilities to develop in a healthy manner
and in conditions of freedom and dignity and that childhood and youth are protected
against exploitation and against moral and material abandonment.
Non Statutory Measures
Many non statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies

provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family
can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity and Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease
or injury or pregnancy.
Employee Referral Scheme: In several companies employee referral scheme is implemented

to encourage employees to refer friends and relatives for employment in the organization.

EMPLOYEE WELFARE
Through social security and social justice are spelt in our Constitution, they are never
put into practice thanks to our Executives who only pretend to implement the programmes of
the State. Some of the important Statutory Welfare measures given by the government are as
follows:
(i) The Factories Act of 1948
(ii) The Employees State Insurance Act 1948
(iii) The payment of Wages Act 1936
(iv) The Workmen's Compensation Act 1923
(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.
(vi) The Payment of Gratuity Act, 1962
(vii) The Maternity Benefit Act, 1961
FACTORIES ACT OF 1948
Purpose of this Act: An act to consolidate and amend the law regulating labour in factories.
The Factories Act is meant to provide protection to the workers from being exploited
by the greedy business employments and provides for the improvement of working
conditions within the factory premises. The main function of this act is to look after the
welfare of the workers, to protect the workers from exploitations and unhygienic working
conditions, to provide safety measures and to ensure social justice.
Sections 11 to 20 of the Factories Act deal about Health.
HEALTH
Section 11: Cleanliness
Section 12: Disposal of wastes and effluents
Section 13: Providing proper ventilation and maintaining proper temperature
Section 14: Removal of Dust and fume
Section 15: Providing artificial humidification
Section 16: No Overcrowding
Section 17: Proper Lighting
Section 18: Providing pure Drinking water
Section 19: Providing Latrines and urinals
Section 20: Providing Spittoon
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.

EMPLOYEE WELFARE
2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to
the needed employee.
4. Toilet Facilities: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean
condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and some are to
be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they
can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work
places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to

change their cloth in the factory area and office premises. Adequate lockers are also
provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
11. Fire Extinguishers: Company should provide sufficient number of extinguishers to
safe guard the employees

EMPLOYEE WELFARE
SAFETY
Section 21: Proper Fencing of machinery

Section 22: Precautions - Work on or near machinery in motion
Section 23: No Employment of young person’s on dangerous machines
Section 24: Providing Striking gear and devices for cutting off power
Section 25: Precautions near Self-acting machines
Section 26: Casing of new machinery
Section 27: Prohibition of employment of women and children near cotton openers
Section 28: Providing Hoists and lifts
Section 29: Provision for Lifting machines, chains, ropes and lifting tackles
Section 30: Protection near revolving machinery
Section 31: Protection near Pressure plant
Section 32: Provision for Floors, stairs and means of access
Section 33: Providing and precautions near Pits, sumps openings in floors, etc.
Section 34: No Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases, etc
Section 36A: Precautions regarding the use of portable electric light
Section 37: Explosive or inflammable dust, gas etc.
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of stability
Section 40: Safety of buildings and machinery.
Section 40A: Maintenance of buildings
Section 40B: Appointment of Safety Officers
Safety of Employees
 Fencing of machinery: All dangerous and moving parts of machinery shall be

securely fenced. Screws, bolts and teeth shall be completely encased to prevent
danger.
 Work on or near machinery in motion: Lubrication or other adjusting operation on
moving machinery shall be done only by a specially trained adult male worker.

EMPLOYEE WELFARE
 Employment of young person’s on dangerous machines: No young person shall be

allowed to work on any dangerous machine (so prescribed by the state government)
unless he is sufficiently trained or is working under the supervision of knowledgeable
person.
 Device for cutting off power: Suitable device for cutting of power in emergencies
shall be provided.
 Hoists and lifts: These shall be made of good material and strength, thoroughly
examined at least once in every six months and suitably protected to prevent any
person or thing from being trapped.
WELFARE
Section 42: Providing Washing facilities
Section 43: Providing Facilities for storing and drying clothing
Section 44: Providing Facilities for sitting
Section 45: First-aid appliances to be kept.
Section 46: Canteens at subsidized rates.
Section 47: Shelters, rest rooms and lunch rooms for workmen.
Section 48: Crèches for babies of working women.
Section 49: Appointment of Welfare officers.
It is the duty of the Chief Inspector of Factories to ensure enforcement of all the above
Provisions of the Factories Act in respect of safety, health and welfare of employees.
Employee Welfare Officer
Section 49 of the factories act provides that in every factory wherein 500 or more
workers are ordinarily employed the employer shall appoint at least one welfare officer.
The welfare officer should possess; (i) a university degree; (ii) degree or diploma in
social service or social work or social welfare from a recognized institution; and (iii)
adequate knowledge of the language spoken by the majority of the workers in the area where
the factory is situated.

EMPLOYEE WELFARE
Supervision
¯ Counseling workers
¯ Advising management
¯ Establishing liaison with workers
¯ working with management and workers to improve productivity.
¯ working with outside public to secure proper enforcement of various acts.
Welfare of Employee
Chapter V of the factories Act contains provisions about the welfare of employees.
These are as follows:
 There shall be separate and adequately screened washing facilities for the use of male
and female employees.
 There shall be suitable places provided for clothing not worn during working hours
and for the dying of wet clothing.
 There shall be suitable arrangement for all workers to sit for taking rest if they are
obliged to work in a standing position.
 There shall be provided the required number of first-aid boxes or cupboard (at the rate
of one for every 150 workers) equipped with the prescribed contents readily available
during the working hours of the factory.
 The State Government may make rules requiring that in any specified factory
employing more than 250 employees a canteen shall be provided and maintained by
the occupier for the use of the employee.
 There shall be provided sufficiently lighted and ventilated lunch room if the number
of employees ordinarily employed is more than 150.
THE WORKMEN'S COMPENSATION ACT 1923

Purpose of the Act: An Act to provide for the payment of certain classes of employers to
their workmen of compensation for injury by accident. The workmen's compensation
Act1923 is one of the earliest pieces of labour legislation. This act encompasses all cases of
accidents arising out of and in course of employment. The rate of Compensation to be paid in

EMPLOYEE WELFARE
a lump sum is determined by a schedule provided in the act proportionate to the extent of
injury and the loss of earning capacity. The younger the age of the worker and higher the
wage the greater is the compensation. The Act provides the formula for calculating the
compensation. The injured person can claim compensation and in the case of death, the
compensation is claimed by dependents of the deceased. This law applies to the organized as
well as unorganized sectors that are not covered by the E.S.I. scheme. The following
definitions and the sections of law are presented for the students to take note of them.
Administration: The act is administered by the State Governments which appoint
Commissioners for this purpose under Sec.20 of the Act.
Benefits: Under the Act, compensation is payable by the employer to workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days. If the workman dies, the compensation
is to be paid to his dependants. The Act distinguishes among three types of injuries:
permanent total disablement, permanent partial disablement and temporary disablement. The
amount of compensation to be paid on the death or disablement of workman is given in
Fourth Schedule of the Act and varies according to his wages, the type of injury and age. It is
an obligation upon the employer to make the payment of compensation within one month
from the date on which it falls due.
Sources of Funds: All compensation under the act is payable by the employer.
THE PAYMENT OF WAGES ACT
The Payment of Wages Act was enacted as early as 1936 during the colonial rule. The
Purpose of this act is to regulate payment of wages. This insists on the payment of wages by
the seventh day or the tenth day of the succeeding month and in case of weekly payment the
last day of the week.
Section 3: Responsibility for payment of wages. - Every employer shall be responsible for
the payment to person employed by him of all wages required to be paid under this Act.
Provided that, in the case of persons employed (otherwise than by a contractor) –
 In factories, if a person has been named as the manager of the factory under Clause of
sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948)
 In industrial or other establishments, if there is a person responsible to the Employer
for the supervision and control of the industrial or other establishments
 Upon railways (otherwise that in factories), if the employer is the railway
administration and the railway administration has nominated a person in this behalf

EMPLOYEE WELFARE
for the local area concerned, the person so named, the person so responsible to the
employer, or the person so nominated, as the case may be (shall also be responsible)
for such payment.
Section 4: Fixation of wage-periods
> Every person responsible for the payment of wages under section 3 shall fix periods
(in this Act referred to as wage-periods) in respect of which such wages shall be payable.
> No wage-period shall exceed one month.
Section 5: Time of payment of wages
(1) The wages of every person employed upon or in
 Any railway, factory or {industrial or other establishment} upon or in which less than
one thousand persons are employed, shall be paid before the expiry of the seventh
day.
 Any other railway, factory or {industrial or other establishment}, shall be paid before
the expiry of the tenth day, after the last day of the wage-period in respect of which
the wages are payable:
(2) Where the employment of any person is terminated by or on behalf of the employer, the
wages, earned by him shall be paid before the expiry of the second working day from the day
on which his employment is terminated.
(3) The State Government may, by general or special order, exempt, to such extent and
subject to such conditions as may be specified in the order, the person responsible for the
payment of wages to persons employed upon any railway (otherwise than in a factory) from
the operation of this section in respect of the wages of any such persons or class of such
persons.
(4) Save as otherwise provided in sub-section (2), all payments of wages shall be
Made on a working day.
THE EMPLOYEES’ PROVIDENT FUND ACT 1952
The purpose of this Act: An Act to provide for the institution of Provident Funds, pension
funds and deposit linked fund for employees in factories and other establishments.
Contributions of 10% of the wages are paid by the employer and another 10% by the
employees. This amount is deposited with the government which pays an interest. This Act
also now has provisions for pension scheme.
Administration: The employees Provident Funds, Pension and Insurance Schemes framed
under the Act are administered by a tripartite Central Board of trustee, consisting of

EMPLOYEE WELFARE
representatives of employers and employees and persons nominated by the Central and State
Governments.
Benefits: The act has made schemes for 3 types of benefits, provident fund, family pension
and deposit linked insurance. Family pension is payable to the widow or widower up to the
date of death or re-marriage whichever is earlier. In the absence of the widow or the widower
it is payable to the eldest surviving unmarried daughter until she attains the age of 21 years or
marries whichever is earlier. The dependents of the employee also receive an additional
amount known as the deposit linked insurance which is equivalent to the average balance
lying to the credit of the employee on his provident fund during the preceding 3 years, subject
to a maximum of Rs 10000 provided that such employee has kept a minimum average
balance of Rs. 1000 in the provident fund.
Source of Funds: Here both the employer and the employee are required to contribute the
provident fund every month at 8.33% of the basic wages, dearness allowance and retaining
allowance. An employee can make a larger contribution up to 10% but there is no compulsion
for the employer to make a matching contribution.
THE PAYMENT OF GRATUITY ACT, 1972
Purpose of the Act: An act to provide for scheme for the payment of gratuity to employees
engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other
establishments and matters connected therewith or incidental thereto. Gratuity shall be
payable to an employee on the termination of his employment after he has rendered
continuous service for not less than five years.
(a) On his superannuation
(b) On his retirement or resignation
(c) On his death or disablement
For every completed year of service or part thereof in excess of six months the employer shall
pay gratuity to an employee at the rate of 15 days’ wages based on the rate of wages last
drawn by the employee concerned.
Section 4: Payment of gratuity
(1) Gratuity shall be payable to an employee on the termination of his employment after he
has rendered continuous service for not less than five years:
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease;

EMPLOYEE WELFARE
Provided that the completion of continuous service of five years shall not be necessary where
the termination of the employment of any employee is due to death or disablement; provided
further that in the case of death of the employee, gratuity payable to him shall be paid to his
nominee or, if no nomination has been made, to his heirs, and where any such nominees or
heirs is a minor, the share of such minor, shall be deposited with the controlling authority
who shall invest the same for the benefit of such minor in such bank or other financial
institution, as may be prescribed, until such minor attains majority.
(2) For every completed year of service or part thereof in excess of six months, the employer
shall pay gratuity to an employee at the rate of fifteen days' wages based on the rate of wages
last drawn by the employee concerned; provided that in the case of a piece-rated employee,
daily wages shall be computed on the average of the total wages received by him for a period
of three months immediately preceding the termination of his employment, and, for the
purpose, the wages paid for any overtime work shall not be taken into account; provided
further that that in the case of {an employee who is employed in a seasonal establishment and
who is not so employed throughout the
Year} the employer shall pay the gratuity at the rate of seven days' wages for each season.
(3) The amount of gratuity payable to an employee shall not exceed {three lakhs and fifty
thousand} rupees.
(4) For the purpose of computing the gratuity payable to an employee who is employed, after
his disablement, on reduced wages, his wages for the period preceding his disablement shall
be taken to be the wages received by him during that period, and his wages for the period
subsequent to his disablement shall be taken to be the wages as so reduced.
(5) Nothing in this section shall affect the right of an employee to receive better terms of
gratuity under any award or agreement or contract with the employer.
(6) Notwithstanding anything contained in sub-section
(a) The gratuity of an employee, whose services have been terminated for any act, willful
omission or negligence causing any damage or loss to, or destruction of, property belonging
to the employer 'shall be forfeited to the extent of the damage or loss so caused.
(b) The gratuity payable to an employee {may be wholly or partially forfeited} -
(i) If the services of such employee have been terminated for his riotous or disorderly conduct
or any other act of violence on his part, or

EMPLOYEE WELFARE
(ii) If the services of such employee have been terminated for any act which constitutes an
offence involving moral turpitude, provided that such offence is committed by him in the
course of his employment.
THE MATERNITY BENEFIT ACT, 1961
Purpose of the Act: An Act to regulate the employment of women in certain establishments
for certain period before and after child-birth and to provide for maternity benefit and certain
other benefits.
Section 4: Employment of or work by, women, prohibited during certain periods
(1) No employer shall knowingly employ a woman in any establishment during the six weeks
immediately following the day of her delivery, (miscarriage or medical termination of
pregnancy).
(2) No women shall work in any establishment during the six weeks immediately following
the day of her delivery (miscarriage or medical termination of pregnancy). (3) Without
prejudice to the provisions of section 6, no pregnant women hall, on a request being made by
her in his behalf, is required by her employer to do during the period specified in subsection
(4) Any work which is of an arduous nature or which involves long hours of standing, or
which in any way is likely to interfere with her pregnancy or the normal development of the
foetus, or is likely to cause her miscarriage or otherwise to adversely after her health.
(4) The period referred to in sub-section (3) shall be -
(a) The period of one month immediately proceeding the period of six weeks, before the date
of here expected delivery;
(b) Any period during the staid period of six weeks for which the pregnant woman does not
avail of leave of absence under section 6.
Section 5: Right to payment of maternity benefits:
(1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer
shall be liable for, the payment of maternity benefit at the rate of the average daily wage for
the period of her actual absence, that is to say, the period immediately preceding the day of
her delivery, the actual day of her delivery and any period immediately following that day.
(2) No woman shall be entitled to maternity benefit unless she has actually worked in an
Establishment of the employer from whom she claims maternity benefit, for a period of not
less than {eighty days} in the twelve months immediately preceding the date of her expected
delivery. Provided that the qualifying period of {eighty days} aforesaid shall not apply to a

EMPLOYEE WELFARE
woman who has immigrated into the State of Assam and was pregnant at the time of the
immigration.
(3) The maximum period for which any woman shall be entitled to maternity benefit shall be
twelve weeks of which not more than six weeks shall precede the date of her expected
delivery. Provided that where a woman dies during this period, the maternity benefit shall be
payable only for the days up to and including the day of her death ; Provided further that
where a woman, having been delivered of a child, dies during her delivery or during the
period immediately following the date other delivery for which she is entitled for the
maternity benefit, leaving behind in either case the child, the employer shall be liable for the
maternity benefit for that entire period but if the child also
Dies during the staid period, then, for the days up to and including the date of the death of the
child.
EMPLOYEES STATE INSURANCE ACT 1948
Purpose of the Act: This Act covers all workers whose wages do not exceed Rs 1600 per
month and who are working in factories, other than seasonal factories, run with power and
employing 20 or more workers. The coverage can be extended by the State Government with
the approval of the Central Government.
Administration: The Act is administered by the E.S.I Corporation, an autonomous body
consisting of representatives of the Central and State Governments, employers, employees,
medical profession and Parliament.
Benefits: The Act, which provides for a system of compulsory insurance, is a landmark in the
history of social security legislation in India. An insured person is entitled to receive the
following types of benefits:
 Medical Benefit
 Sickness Benefit
 Maternity Benefit
 Disablement benefit
 Dependant’s Benefit
 Funeral benefit
Sources of Funds: the Act provides for the setting up of the Employees State Insurance fund
from the contributors received from employers and employees and various grants, donations
and gifts received from Central or State Governments, local authorities and individuals. The

EMPLOYEE WELFARE
rate of employer’s contribution is 5% of the wage bill and that of the employee’s contribution
is 2.25%.
VOLUNTARY WELFARE MEASURES
These are some of the voluntary welfare measures given by the employer to the
employees.
They are as follows:
 Housing facilities
 Transportation facilities
 Medical facilities
 Cultural facilities
 Recreation facilities
 Consumers co-operative society
 Loans and various advances
 Leave travel concession
 Gifts to the employees holiday games
 Labour welfare fund
 Vehicle stand for parking
 Libraries
 Cafeterias
Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers. These
include loans for purchasing houses and for educating children, leave travel concession, fair
price shops for essential commodities and loans to buy personal conveyance.
Machinery Connected with Employee Welfare Work
1. Chief inspector of Factories It is the duty of the Chief inspector of factories (who
generally works under the administrative control of the labour commissioner in
each state) to ensure enforcement of various provisions of Factories Act i8n respect
of safety, health and welfare of workers.

EMPLOYEE WELFARE
2. Central Labour Institute
The institute was set up in Bombay in 1966 to facilitate the proper implementation of
the Factories Act, 1948; to provide a centre of information for inspectors, employers, workers
and others concerned with the well being of industrial labour and to stimulate interest in the
application of the principles of industrial safety, health and welfare.
3. National Safety Council
The National Safety Council was wet up on 4th March, 1966 in Bombay at the
initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as an
autonomous national body with the objective of generating developing and sustaining an
movement of safety awareness at the national level.
4. Director General of Mines Safety
The Director General of Mines Safety enforces the Mines Act, 1952. He inspects
electrical installation and machinery provided in the mines and determines the thickness of
barriers of 2 adjacent mines in order to prevent spread of fire and danger of inundation.
Appraisal of Welfare Services
1. One of the main obstacles in the effective enforcement of the welfare provisions of
the Factories Act has been the quantitative and qualitative inadequacy of the
inspection staff.
2. At present, a labour welfare officer is not able to enforce laws independently because
he has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they have
to face transport difficulties.
National Commission on Employee Recommendations
1. The statutory provisions on safety are adequate for the time being effective
enforcement is the current need.

EMPLOYEE WELFARE
2. Every fatal accident should thoroughly be enquired into and given wide publicity
among workers.
3. Employers should play a more concerted role in safety and accident prevention
programmes and in arousing safety consciousness.
4. Safety should become a habit with the employers and workers instead of remaining a
mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in claims
for higher wages.
SOCIAL SECURITY
The connotation of the term “Social Security” varies from country to country with
different political ideologies. In socialist countries, the avowed goal is complete protection to
every citizen form the cradle to the grave.
There are some components of Social Security
 Medical care
 Sickness benefit
 Unemployment benefit
 Old-age benefit
 Employment injury benefit
 Family benefit
 Maternity benefit
 Invalidity benefit and Survivor’s benefit

EMPLOYEE WELFARE
RESEARCH METHODOLOGY
Research methodology is the scientific way to solve the research problem. This
involves exploring all possible methods of solving the research problem; examine the
alternative methods one by one and arriving at the best possible method considering the
resources at the disposal of the researcher.
RESEARCH DESIGN
A research design is the specification of methods and procedures for acquiring the
information needed to structure or to solve problem. It is the overall operational pattern or
framework of the project that stipulated what information to be selected, from which source ,
by what procedures.
DESCRIPTIVE RESEARCH
The research had been interested in knowing the proportion of people in a given
population who have behaved in a particular manner, making projections of certain thing and
determining the relationship between two or more variables in some areas. As the set up has
been a well structured and rigid which could not be changed by giving sufficient thought in
forming questions, deciding type of data to be collected and procedure that has been used
gives the proof of using descriptive research.
In descriptive also, there has been use of cross sectional studies only because the
researcher has taken only a sample of element from the given population.
In the cross sectional study, the survey research has been selected as a detailed and
has to be obtained from a sample of large population.
ANALYTICAL RESEARCH
The researcher by using the results of the statistical and mathematical analysis came
to a conclusion to show the scope and other needs for expanding the market.
CONCLUSIVE RESEARCH
Based on the descriptive and analytical researches, the company can arrive at a
conclusion regarding their feature course of action. In this project, descriptive research is
followed.
RESEARCH INSTRUMENTS
After the research is selected, the data collection through questionnaire, which is
designed by covering the objectives, is defined.

EMPLOYEE WELFARE
Questions are both open and closed ended types. The questions in the questionnaire are in the
structured format. Direct art structured questionnaire had been designed and used.
OPEN ENDED QUESTIONS
These types of questions are used to get complaints, actual feelings and suggestions
from customers.
CLOSED ENDED QUESTIONS
In this type, there are two kinds of questions:
-Dichotomous
-Multiple choices
-Chi – Square Test
In this project, both open and closed are followed
SOURCES OF DATA
The data that is being used in study was collected from two methods:
1. Primary data
2. Secondary data
PRIMARY DATA
The primary data do not exist already in records and publications. Through research,
had to gather the data freshly from specific survey.
The primary data can be gathered by way of observation method where the research
mix with the people concerned with use of particular product and note important closed by
observing the respondents.
The second method of collection is by way of experimentation method where by some
variables are followed to vary under controlled environment and its cause and effect
relationship is studied
SECONDARY DATA
The secondary data refers to these data which were gathered for some offer purpose
and are already available in the firm’s records and business magazines, government
publications, company website, competitor website browsers.
In the project, the secondary data is collected through company annual reports and
websites.

EMPLOYEE WELFARE
SAMPLE DESIGN
Introduction
The precision and accuracy of the survey results are affected by the manner to which the
sample has been chosen.
a) Sample
A part of a population, which is provided by some process on other, usually by
deliberate selection with the object of investigating the properties of the parent
population set.
b) Sampling Unit
The sampling unit is the basic unit containing the elements of the employees.
Sample Unit: Employees
c) Sample Size
The number of samples chosen from target population is 100 employees
SAMPLING METHODS
Sampling method indicates how the sampling units are selected. There are two
methods namely, probability and non- probability methods
PROBABILITY SAMPLING
Probability sampling method is that in which every item in the universe has got chance or
probability of being chosen for the sample. This implies that the selection of sample items are
independent of the person making the study that is the sampling operation is controlled,
objectively that the items will be chosen strictly at random. In probability sampling, there are
so many methods. % Simple random sampling
 Every member of the population has an equal chance of selection.
 Stratified random sample
 The population is divided into mutual groups and random samples are drawn from
each one cluster sample
 The population is divided into mutually exclusive groups and the researcher draws a
sample of the groups to interview.
NON-PROBABILITY SAMPLING
Non-Probability sampling methods are those which do not provide every item in the
universe with a known chance of being included in the sample. The selection process is at

EMPLOYEE WELFARE
least particularly subjective. The following are some of the methods of Non-Probability
sampling:
Chi-square Test
The chi-square test is one of the simplest and most widely used non-parametric tests
in statistical work. The χ2 are the Greet letter chi the chi-square (χ2) test was first used by
Karl Pearson in the year 1990. The quantity chi-square describes the magnitude of the
discrepancy between theory and observation. It is defined as:
Chi-Square = Σ(O-E)2 / E
Where O = Observed frequency
E = Expected frequency
To determine the value of chi-square, the steps required are:
1. Calculated the expected frequencies
Total no. of Respondents
E = ---------------------------------------
Different types of respondents
2. Take the difference between observed and expected frequencies and obtain the
squares of these differences i.e.,
(O-E) 2
3. Divide the values of (O-E)2 with respective expected frequency and obtain the total
i.e.,
Σ (O-E) 2 / E
Degree of Freedom is (n-1).

EMPLOYEE WELFARE
DATA ANALYSIS AND INTERPRETATION
TABLE - 1
1. What is your opinion about canteen facilities?
Responses No. of respondents Percentage
Excellent 65 65
Satisfy 22 22
Not satisfy 13 13
Total 100 100
CHART 1
CANTEEN FACILITIES
Excellent
65
Satisfy
100
Not satisfy
22 Total
13
Inference
The table 1 and diagram reveal that 65% of the workers are excellent on the canteen
facilities and 22% of the workers are satisfy on canteen facilities and 3% of workers will not
satisfy on the canteen facilities.

EMPLOYEE WELFARE
CHI SQUARE TEST-1

TO TEST THE RESPONDENT’S RESPONSE ON CANTEEN FACILITIES
PROVIDED BY COMPANY?
Dimensions EXCELLENT SATISFY NOT SATISFY TOTAL
Respondents 65 22 13 100
Null Hypothesis
Ho: More number of the respondents that the canteen and shelter provided by the company is
not excellent.
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY
(Oi)
(Ei)
65 33.3 31.7 1004.89 971.59
22 33.3 -11.33 127.69 94.34
13 33.3 -20.3 412.09 378.79
Total 1444.72
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 1444.72
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
1444.72 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
that the canteen and shelter provided by the company is excellent.

EMPLOYEE WELFARE
TABLE - 2
2. What is your opinion about drinking water facilities in factory?
Responses No. of respondents Percentage
satisfy 85 85
better 15 15
not satisfy 0 0
Total 100 100
CHART 2
DRINKING WATER FACILITIES
15
Satisfy
Better
Not Satisfy
85
Inference
Table 2 and diagram shows the drinking water facilities available in the factory which
was provided by the company. 85 % of workers satisfy on drinking facilities and 15 % of
workers opinions on drinking water facilities are better.

EMPLOYEE WELFARE
CHI SQUARE TEST-2

TO TEST THE RESPONDENT’S RESPONSE OPINION ABOUT DRINKING
WATER FACILITIES IN COMPANY?
Dimensions SATISFY BETTER NOT SATISFY TOTAL
Null Hypothesis
Ho: More number of the respondents that the drinking water facility in company is not
satisfies.
FREQUENCY FREQUENCY(Ei)
(Oi)
85 33.3 51.7 2672.89 80.26
15 33.3 -18.3 334.89 10.84
00 33.3 -33.3 1108.89 33.3
Total 124.43
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 124.43
124.43 > 3.96
Conclusion
that the drinking water facility in company is satisfies.

EMPLOYEE WELFARE
TABLE - 3
3. How far you satisfied with clean, lighting and ventilation provided by company?
Opinion No. of Respondents Percentage
Satisfy 62 62
Better 28 28
Some extent 10 10
Total 100 100
CHART 3
Ligthing & Ventilation & Clean
10
Satisfy
28 Better
62 Some Extent
Inference
Table 3 and diagram focus on the specific induction programme related to the health
and safety aspects of the workers in the factory unit. 65% of workers are satisfied and 28 %
are better and 10% are some extent on clean, ventilation and lighting provided by the
company. Whatever may be the induction programme the ultimate result should lead to
increase the productivity levels of the workers without detrimental to their health and safety.

EMPLOYEE WELFARE
CHI SQUARE TEST-3

TO TEST THE RESPONDENT’S RESPONSE ON SATISFIED WITH CLEAN
LIGHTING and VENTILATION PROVIDED BY COMPANY?
Dimensions SATISFY BETTER SOME EXTENT TOTAL
Null Hypothesis
Ho: More number of the respondents that the clean, lighting and ventilation provided by
company is not satisfies.
(Oi)
62 33.3 28.7 823.69 24.73
28 33.3 -5.3 28.09 0.84
10 33.3 -23.3 542.89 16.30
Total 41.87
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 41.87
41.87 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the
respondents that the clean, lighting and ventilation provided by company is satisfies.

EMPLOYEE WELFARE
TABLE - 4
4. What is your opinion about shift allowances provided by company?
Good 47 47
Better 33 33
Not satisfy 20 20
Total 100 100
CHART 4
SHIFT ALLOWANCES
20
Satisfy
47
Better
Not Satisfy
33
Inference
The table 4 and diagram relate to the shift allowance which was provided by the
company to the employee. Most of the employees are expressing their opinions as satisfy.
“Night Shift Allowance is being paid to all the workmen to manager cadre of employee’s.”

EMPLOYEE WELFARE
CHI SQUARE TEST-4

TO TEST THE RESPONDENT’S RESPONSE ON OPINION ABOUT SHIFT
ALLOWENCES PROVIDED BY COMPANY?
Dimensions GOOD BETTER NOT SATISFY TOTAL
Null Hypothesis
Ho: More number of the respondents that the shift allowance provided by company is not
good.
(Oi)
47 33.3 13.7 187.69 5.63
33 33.3 -0.3 0.09 0.002
20 33.3 -13.3 176.89 5.31
Total 10.94
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 10.94
10.94 > 3.96
Conclusion
that the shift allowance provided by company is good.

EMPLOYEE WELFARE
TABLE - 5
How did you feel about the administrative arrangements provided by company?
Comfort and satisfy 69 69
Partly satisfy 15 15
Not satisfy 16 16
Total 100 100
CHART 5
ADMINISTRATIVE ARRANGEMENTS
Comfort &
16 Satisfy
15 Partly Satisfy
69 Not Satisfy
Inference
The table 5 and diagram deal administrative arrangements implemented within the
plant location. The Human resource department and the security department and some other
departments are inside. In that the employee who are in that departments are mostly satisfied
with the administrative arrangements which are provided by the company.

EMPLOYEE WELFARE
CHI SQUARE TEST-5

TO TEST THE RESPONDENT’S RESPONSE ON FEEL ABOUT
ADMINISTRATIVE ARRANGEMENT WITH IN PLANT FOR WELFARE
PROVIDED BY COMPANY?
Dimensions SATISFY PARTLY NOT SATISFY TOTAL
SATISFY
Null Hypothesis
Ho: More number of the respondents that the administrative arrangements with in a plant for
welfare provided by company is not comfort and satisfy.
(Oi)
69 33.3 35.7 1274 38.27
15 33.3 -18.3 334.89 10.05
16 33.3 -17.3 229.29 06.88
Total 55.30
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 55.30
55.30 > 3.96
Conclusion
that the administrative arrangements with in a plant for welfare provided by company is not
comfort and satisfy.

EMPLOYEE WELFARE
TABLE - 6
What’s your opinion on health services and occupational safety provided by company?
Satisfy 68 68
Some extent 16 16
Total 100 100
CHART 6
HEALTH SERVICES
14 Satisfy
18 Partly Satisfy
68 Some Extent
Inference
Table 6 and diagram focus on the specific induction programme related to the health
and safety aspects of the workers in the factory unit. This table also springs surprise that
seminar type is marginally ahead of practical demo and interaction. It is generally believed
that practical orientation will help in a long way in improving the performance levels as well
as safeguarding the health and safety aspects of the workers. Whatever may be the induction
programme the ultimate result should lead to increase the productivity levels of the workers
without detrimental to their health and safety.

EMPLOYEE WELFARE
CHI SQUARE TEST-6

TO TEST THE RESPONDENT’S RESPONSE ON OPINION ABOUT HEALTH
SERVICE OCCUPATIONAL SAFETY PROVIDED BY COMPANY?
Dimensions SATISFY PARTLYSATISFY SOME EXTENT TOTAL
Null Hypothesis
Ho: More number of the respondents that the health service and occupational safety provided
by company is not satisfy.
(Oi)
68 33.3 34.7 1204.94 36.15
18 33.3 -15.3 234.89 07.02
16 33.3 -17.3 229.29 06.88
Total 50.05
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 50.05
50.05 > 3.96
Conclusion
that the health service and occupational safety provided by company is satisfy.

EMPLOYEE WELFARE
TABLE - 7
What is your opinion about Toilet facilities in the factory?
Satisfy 61 61
Better 25 25
Some extent 14 14
Total 100 100
CHART 7
TOILET FACILITIES
61
Satisfy
100
Better
25 Some extent
14
Total
Inference
The table 7 and diagram reveal that the majority of the workers are satisfied with the
maintenance of the clean and ventilated, with a sufficient water facility in that. The
company is provided the detergents for the washing.

EMPLOYEE WELFARE
CHI SQUARE TEST-7

TO TEST THE RESPONDENT’S RESPONSE ABOUT TOILET FACILITIES IN
COMPANY?
Null Hypothesis
Ho: More number of the respondents on toilet facilities in factory is not satisfied.
(Oi)
61 33.3 27.7 767.29 23.04
25 33.3 -13.3 176.89 05.31
14 33.3 -19.3 372.49 11.18
Total 39.53
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 39.53
39.53 > 3.96
Conclusion
on toilet facilities in factory is satisfied.

EMPLOYEE WELFARE
TABLE - 8
Are you satisfied about arrangements for the prevention of fatigue?
Satisfy 68 68
Better 22 22
Some extent 10 10
Total 100 100
CHART 8
ARRANGEMENTS FOR PREVENTION
68 Satisfy
100
Better
22 Some extent
10
Total
Inference
The table 8 and diagram reveal that majority of the respondents give their opinion on
measures taken by the company for prevention of the fatigue in the factory.

EMPLOYEE WELFARE
CHI SQUARE TEST-8

TO TEST THE RESPONDENT’S RESPONSE ABOUT ARRANGEMENTS FOR
THE PREVENTION OF FATIGUE?
Null Hypothesis
Ho: More number of the respondents on arrangements for the prevention of fatigue is not
satisfied.
(Oi)
68 33.33 -34.67 1202.00 36.06
22 33.33 11.33 128.36 3.85
10 33.33 23.33 544.28 16.33
TOTAL 56.24
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 56.24
56.24 > 3.96
Conclusion
on arrangements for the prevention of fatigue in the factory is satisfied.

EMPLOYEE WELFARE
TABLE - 9
Are you satisfying the working conditions in the company?
satisfy 59 59
Not satisfy 16 16
Total 100 100
CHART 9
WORKING CONDITIONS
16
Satisfy
Partly Satisfy
25 59 Not Satisfy
Inference
The table 9 and diagram pertain to the working conditions of the workers in the
organization. As per the workers the conditions such as work timings are comfortable. In the
sense shift timings and the break hours such as for breakfast, lunches, refreshing between the
works are satisfiable. The response of the majority of workers are positive towards the
management such that they won’t give stress to worker about the production and the dignity
of labour will be exist So that workers express cheer and happy about the working conditions.

EMPLOYEE WELFARE
CHI SQUARE TEST-9

TO TEST THE RESPONDENT’S RESPONSE ABOUT WORKING CONDITIONS IN
THE FACTORY?
Dimensions SATISFY PARTLY NOT SATISFY TOTAL
SATISFY
Null Hypothesis
Ho: More number of the respondents on working conditions in the factory is not satisfied.
(Oi)
59 33.33 25.67 658.94 19.77
28 33.33 -5.33 28.40 0.85
16 33.33 -17.33 300.32 9.01
TOTAL 29.63
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 29.63
29.63 > 3.96
Conclusion
on working conditions in the factory is satisfied.

EMPLOYEE WELFARE
TABLE - 10
Response on provision for social insurance measures provided by company?
opinion No. of respondents Percentage
Yes 67 67
To some extent 19 19
No 14 14
Total 100 100
CHART 10
SOCIAL INSURANCE
Yes
14
19 To Some
Extent
67
No
Inference
The table 10 and diagram relative to the provisions for social Insurance measures
which provided by company mostly the 67% employees are satisfied well and 19% of
employees are partly satisfied but 14% of employees are not satisfied with the social
insurance measures which the company has provided to them.

EMPLOYEE WELFARE
CHI SQUARE TEST-10

TO TEST THE RESPONDENT’S RESPONSE ABOUT SOCIAL INSURANCE
MEASURES PROVIDED BY THE COMPANY?
Dimensions YES TO SOME NO TOTAL
EXTENT
Null Hypothesis
Ho: More number of the respondents on working conditions in the factory is not satisfied.
(Oi)
67 33.33 33.67 1133.66 34.01
19 33.33 -14.33 205.34 6.16
14 33.33 -19.33 373.64 11.21
TOTAL 50.38
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 50.38
50.38 > 3.96
Conclusion
on social insurance measures provided by the company is satisfied.

EMPLOYEE WELFARE
TABLE - 11
Are you able manage your work pressure, tension, Stress?
Yes 56 56
No 26 26
To Some Extent 18 18
Total 100 100
CHART 11
WORKING CONDITIONS
18
Yes
No
26 56 To some extent
Inference
The table 11 and diagram relate to the successful management and control of health
and stress level by the workers in the company. They are about only 56%of the respondents
could manage both health and stress level without any major problem. Though this is
satisfactory still there is a scope for increasing the percentage levels. They are about 26%
respondents unable to manage both health and work stress due to the work pressures and
other tensions.

EMPLOYEE WELFARE
TABLE - 12
Are you satisfied with health check up camp conduct by the management every year?
Strongly agree 86 86
Agree 14 14
Average agree 00 00
Total 100 100
CHART 12
HEALTH CHECKUP CONDUCT BY
MANAGEMENT
14
Strongly agree
Agree
Avg.Agree
86
Inference
From the above table it can be inferred that all of the respondents are agree with
master health checkup group conducted by the management every year.

EMPLOYEE WELFARE
TABLE 13
Do you satisfy with the first aid boxes provided by the management in case of any
accident on emergency period?
Yes 100 100
No 00 14
Total 100 100
CHART 13
FIRST AID BOXES PROVIDED BY THE MANAGEMENT
100 100 Yes

No
Total
Inference
From the above table and chart shows that all of the respondents are 100% satisfied
with First Aid boxed provided by the company

EMPLOYEE WELFARE
TABLE 14
Are you satisfied with uniforms and shoes issued by the company?
Satisfied 96 96
Dissatisfied 04 04
Total 100 100
CHART 14
UNIFORM AND SHOE FACILITES
No. of Respondents
96 Satisfied
100
Dissatisfied
Total
Inference
From the above table it can be inferred that 96% employees are satisfied with uniform
and shoes issued by the company remaining 4% employees are not satisfied with those
facilities provided by the company.

EMPLOYEE WELFARE
TABLE 15
Are you satisfied by the direction, guidance and support provided by superiors?
Highly satisfied 23 23
Satisfied 45 45
Dissatisfied 02 02
Neither 30 30
satisfied nor
dissatisfied
Total 100 100
CHART 15
Direction, Guidance and Support provided by the superiors
No. of Respondents
Highly satisfied
23
30
Satisfied
Dissatisfied
2
Neither satisfied nor
45 dissatisfied
Inference
From the above table and chart it can be inferred that 23% are highly satisfied and
45% are satisfied and 02% are dissatisfied and remaining 30% are neither satisfied nor
dissatisfied by the direction, guidance and support provided by the superiors in the factory.

EMPLOYEE WELFARE
TABLE 16
How often you interact with your colleagues in your work-place (only job related
interactions)?
Very often 12 12
Often 40 40
Rarely 35 35
Very rarely 13 13
Total 100 100
CHART 16
Interact with colleagues in work-place
No. of Respondents
Satisfied
96
100 Dissatisfied
Total
Inference
The table and diagram shows that often workers are interact with their colleagues in
the work-place

EMPLOYEE WELFARE
TABLE 17
How often do you seek cooperation from your boss?
Yes 88 88
No 12 12
Total 100 100
CHART 17
Cooperation from boss in the factory
No. of Respondents
96 Satisfied
100
Dissatisfied
Total
Inference
From the table and chart shows that 88% are satisfied with their cooperation from
their boss and remaining 12% are not satisfied.

EMPLOYEE WELFARE
TABLE 18
Are you satisfied with recreation facilities (trips and games) provided by the company?
Satisfied 87 87
Dissatisfied 13 13
Total 100 100
CHART 18
RECREATIONAL FACILITIES PROVIDED BY THE COMPANY
Recreational facilities provided by the

100 company
87%
90
80
70
Percentage
60
50
40 Satisfied
30
Dissatisfied
20 13%
10
0
Satisfied Dissatisfied
Opinions
Inference
From the above table and chart it can be inferred that maximum employees are
satisfied with the recreational facilities provided by the company.

EMPLOYEE WELFARE
TABLE 19
Do you feel free to offer comment and suggestion in your factory?
Yes 82 82
No 18 18
Total 100 100
CHART 19
Working hours of the job
Working hours of job
18%
Yes
No
82%
Inference
From the table it can be inferred that 82% of respondents are satisfied with their
working hours of the job and remaining 18% are not satisfied with their working hours.

EMPLOYEE WELFARE
TABLE 20
How motivating is the work environment?
Extremely 42 42
motivating
Fairly 25 25
motivating
Demotivating 03 03
Neither 30 30
motivating nor
Demotivating
Total 100 100
CHART 20
Motivating in the work environment
No. of Respondents
Extremely motivating
42
100 25 Fairly motivating
30 Demotivating
3
Neither motivating
nor Demotivating
Inference
From the above table and chart shows that 42% extremely motivating, 25%fairly
motivating, 03% Demotivating and 30% neither motivating nor Demotivating in the work
environment.

EMPLOYEE WELFARE
LIMITATIONS OF THE STUDY
 My study confines to welfare, Health and safety aspects of Galla Foods.
 Efforts are made to collect the true information as far as possible without resorting to
any guess work.
 In case of sensitive information in nature, direct personal interviews are conducted in

order to glue as much information as possible.
 Few of the employees were a little bit hesitant to answer the questions this might have
deviated the findings at least to some extent.
 Due to time constraints study was limited to a part of the employees, which in turn
may reflect the overall attitude of the employees.

EMPLOYEE WELFARE
FINDINGS
The following are the major findings from the Survey and Analysis on Employee
welfare, health and safety measures at GALLA FOODS.
 65% of respondents have expressed their satisfaction regarding the welfare facilities
provided by the company such as canteen and rest shelter.
 85% of respondents agreed that the pure drinking water is facilitated in the company.
 62% of respondents satisfy with clean, lighting and ventilation provided by company.
 47% of respondents have expressed that the shift allowances provided by company.
 69% of respondents are comfort and satisfy about the administrative arrangement with
in a plant for welfare provided by the company.
 68% of respondents satisfy with the health service and occupational safety provided
by the company for every year.
 61% of respondents have expressed their satisfaction towards Toilet facilities
provided.
 68% of respondents satisfied about arrangement for the prevention of fatigue.
 59% of respondents satisfying the working conditions in the company.
 85% of respondents are fairer to buy the products available in company operative
stores.
 67% of respondents are satisfied of the social insurance measurers.
 They are about only 56% of respondents can manage the work pressure, tension, and
stress.
 86% of respondents consider medical facilities of the company are outstanding.
 100% of respondents are satisfied on first-aid boxes provided by the factory.
 96% of workers are satisfied with uniform and shoes provided by the company.

EMPLOYEE WELFARE
SUGGESTIONS
 Welfare facilities like canteen and rest shelter has to be provided to the employees as
a whole.
 Only half of the respondents said that a shift allowance provided by the company is
good, so that satisfy more respondents certain change should be taken in shift
allowances.
 Only 60% of the respondents are satisfied with cleaning and ventilation, so for more
respondents satisfaction with cleaning and ventilation should be more effective.
 The working condition in the company is implemented in such a way that it should
satisfied more number of respondents.
 Welfare measures regarding recreational facilities should be properly implemented by
company.
 The social insurance measures provided to the respondents should be taken necessary
steps.
 The satisfaction facilities must be properly implemented in the company for more
respondents’ comfort ability.
 The company should maintain good relationship with the workers and superiors.
 The work pressure, tension and stress should not be implemented more towards the
respondents for more increase of productivity in the company.

EMPLOYEE WELFARE
CONCLUSION
It is matter of great satisfaction that majority of the respondents observe that
welfare measures are good. There is always scope for improving health and safety measures
for the workers. It argues well for the company that majority of the respondents have
expressed their satisfaction with regard to training in their area of job operations.
The pleasant surprise is that the company provides training for the workers
according to their most preferred choice. This motivates the workers in a long way in
achieving both organizational and individual goals. Workers are able to manage work and
family life without any major problem shows again that stress levels are manageable at Galla.

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EMPLOYEE WELFARE

SALN College Of Engineering And Management Page 1

“The oxford dictionary”

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SALN College Of Engineering And Management Page 3

SALN College Of Engineering And Management Page 4

Amara Raja Group

Amara Raja Batteries Ltd

Amara Raja Electronic Ltd

Amara Raja Electronics Ltd (AREL) is located at Diguvamagham near Chittoor, in

Amara Raja Power Systems Ltd

 Design and development of Power Electronic products

SALN College Of Engineering And Management Page 5

Mangal Precision Products Ltd

Mangal Precision Products (MPPL) is situated at Petamitta in Chittoor district in

MISSION AND HISTORY

Introduce latest generation technologies

Adapt these technologies to suit the operating environment

Develop and manufacture globally competitive, customer-focused products of world-class

Responsibly introduce these products into relevant markets

Provide world-class customer support

SALN College Of Engineering And Management Page 6

Achievements and credentials

Best Telecom equipment Manufacturer Award 2009 by BSNL

Quality Excellence Award for the year 2009 by INDUS Towers

Automotive Product of the year 2000 by Overdrive

Excellence in Environmental Management in 2002 by AP Pollution Control Board

Creative Advertiser of the year '02 by ABBY

Ford "World Excellence Award"

ISO/TS 16949 in 2004…RWTUV

Best Business Practices as per JCI

ISO 14001 in 2002…RWTUV

Largest manufacturer of standby VRLA batteries in South Asia

Dr. Dr. Ramachandra N. Galla is the Patriarch of an illustrious business family of

SALN College Of Engineering And Management Page 7

Amara Raja Batteries Ltd

Corporate social responsibility

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In keeping with this commitment, we’ve committed ourselves to social activities in

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Galla Foods believes in empowering farmers by providing technical assistance from

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 Young Indians National Branding Chair

Amara Raja Group of Companies

 Managing Director, Galla Foods Limited,

Permanent Trustee of the Rajanna Trust

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SALN College Of Engineering And Management Page 13

Acidified Banana Pure

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BEVERAGES FRUIT DRINKS

Galla Thick Mango Magic

Galla Thick Mango

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Tropical Fresh Fruits processing at Integrated Pack House Facility

Tropical Fresh Vegetables processing at Integrated Pack House

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Solid waste management

The solid waste consists of followings

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