INTRODUCTION

Labour has an important role to play in the economic development of any country. Labour includes all the efforts made by man to a living. There fore it is necessary to safeguard the interests of the labourers in order to enhance their productive efficiency.

The purpose of adopting the welfare measures to bring about the development of the whole personality of the worker, his social, Psychological, Economic, Moral, Culture and

intellectual excellence. This will shape him to be a good worker and a responsible citizen of this country.

Labour Welfare is a broad term which includes Social security, Medical facilities, Crèches, Canteen facilities,

Recreation, Housing facilities, Educational facilities and Transport facilities. Rapid industrialization and urbanization have made

employees dependent on capitalists. Inflation has made their lot poor and they find it difficult to maintain their standard of life. In

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such situation employee welfare facilities enable workers to live a richer and more satisfactory life. Labour comprises all human efforts of body and mind, which is exchanged for a consideration in cash or kind or both. Labour has an important role to play in the economic development of any country. Labour includes all the efforts made by man to earn a living. Therefore it is necessary to safeguard the interest of the labour in order to enhance their productive efficiency. Welfare in a broad concept, it refers to a condition of living of an individual or group, in a desirable and happy state of relationship with the whole environment-ecological, economical and social. Ecological welfare means environment friendly

existence, ecological balance, pollution free existence and proper sanitation. Social welfare is the prevention of discrimination

based on caste, creed, sex, establishment of equity and earning safety, health and social security. Economic welfare means

increasing individual earning and at the same time promoting economic development of society by increasing production, productivity, and quality of product and services.

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The productivity and quality of production in country depend upon the availability of efficient labour force. Generally the efficiency of labour depends on the attitude of the management and the welfare measures extend to them.

Labour welfare is a broad term which includes social security, medical facilities, canteen facilities, housing facilities, educational facilities, transport facilities, etc.,

VARIOUS DEFINITIONS OF LABOUR WELFARE
To Chambers dictionary, it is a state of faring or doing well, freedom from calamity, enjoyment of health prosperity, etc., Therefore welfare denotes a condition of well being, happiness, satisfaction, conservation and development of human resources.

The concept of welfare is necessarily elastic in character. It varies in its interpretation from country and from time to time, depending on the industrialization and general level of social and economic development. “ The efforts to make life worth living for workmen”. Oxford Dictionary.

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“ Labour welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not necessity of the industry”. Arthur James Todd.

ACCORDING TO ILO REPORT
“Workers” welfare may be understood as including such services facilities and amenities, which may be established in, or in the vicinity of undertakings to perform their work in healthy and congenial surroundings and to avail of facilities which improve their health and bring high morale.

THE COMMITTEE ON LABOUR WELFARE (1969) DEFINED IT AS
“Such services, facilities and amenities as adequate

canteen, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from work and for the such other services, amenities and facilities including social security measures as contribute to improve the condition under which workers are employed”.

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AIMS AND OBJECTIVES OF LABOUR WELFARE The employee welfare activities seek to achieve the following objectives.ACCORDING TO THE LABOUR INVESTIGATION COMMITTEE (1946) “Employee welfare means” anything done for intellectual physical. over and above what in laid down by law.  To save oneself from heavy taxes on surplus profits.  To develop efficiency and productivity among workers.  To earn good will and enhance public image.  To win over employees loyalty and increase their morale.  To build up stable labour force. moral and economic betterment of the workers.  To reduce the threat of further government intervention.  To give expression to philanthropic and paternalistic feelings. 11 . or what is normally expected on the part of the contracted benefit for which workers may be bargained”.  To combat trade unionism and socialists ideas. to reduce labour turnover and absenteeism. whether by employers. by government or by other agencies.

 To make recruitment effective (because these benefits add to job appeal). Rest Room. I) STATUTORY MEASURES Statutory welfare measures are those laid down by government through enactment of legislative laws. room. facilities. Auditorium. FACTORIS ACT. Bath Toilet blocks. and Creches. rooms. recreational facilities. Schools. compensation against injury and fair price shops. fund. leave medical travel cover. facilities. Maternity pension. Canteen. clothes. Wash Change rooms. 1948 The principal act to provide for various labour welfare measures in India is 12 . Bank. insurance. INTRA-MURAL ACTIVITIES (OR) SERVICES There are commonly known as services : Safety Transport. CLASSIFICATION OF WELFARE MEASURES EXTRA – MURAL ACTIVITIES (OR) BENEFITS Extra – mural activities are commonly known benefits : Social provident security.

1. Disposal of waste and effluents (Sec 12) 3. Drinking water facilities (Sec 18) 9.e. Ventilation and temperature (Sec 13) 4. Lighting (Sec 17) 8. before superannuating. In the event of an employee’s death his 13 . Prevention of dust and fume (Sec 14) 5. Provision of artificial humidification (Sec 15) 6.. 1948. This Act contains among others. Cleanliness (Sec 11) 2. who die in service. i. Spittoons (Sec 20) B) EMPLOYEES PENSION SCHEME 1971 The family pension seeks to provide some monetary relief to the family members of employees. Latrines and urinals (Sec 19) 10. detailed provision about appointment of labour welfare officer for the health of workers. A) HEALTH AND MEDICAL FACILITIES : Factories Act 1948.Factories Act. deals with the health of workers in a factory. The following provisions have been incorporated to protect the health of workers. for the safety workers and the welfare of employees. Over crowding (Sec 16) 7.

mines.family gets pension on a graded scale depending the employee’s last salary grade. 14 . disablement. mechanically prepared vehicles. maternity. D) WORKEMEN’S COMPENSATION ACT 1923 This act is intended to provide for compensation to those workmen who sustain personal injuries by the accident arising out of and in the course of their employment. The act applies to all permanent employees employed in railways. to the factories using power and employing 20 or more persons. C) EMPLOYEE STATE INSURANCE ACT 1948 This act applies in the first instance. and plantations. factories. The objective of this act in to provide certain benefits to the employees in case of sickness. construction work and certain hazardous occupations. medical and funerals and to evolve a scheme for socio-economic welfare of the workers. The covers all the factories and industries that run on permanent basis and it does not include any seasonal factory.

and the relevant factor of working out lump sum equipment of compensation amount as specified in schedule IV (as substituted by amendment 1984). on his retirement or on his death or disablement due to accident. 1965 15 .An employer in liable to pay compensation to a workman for personal injury caused to him by accident as well as occupational diseases contracted by him. F) PAYMENT OF BONUS ACTS. The employer based gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than 5 years. like provident fund or pension. It is payment which is intended to help an employee after his retirement. E) PAYMENT OF GRATUTITY ACT. the monthly wages of the workmen concerned. whether the retirement is the result of the rules of superannuation ore of some physical disability. The amount of compensation payable to a workman depends on the nature of injury caused by accident. 1972 Gratuity is a kind of retirement benefit.

provided he has worked in the establishment for not less than 30 working days in the year (Sec 8).Every employees shall be entitled to be paid by his employer in an accounting year bonus in accordance with the provisions of the act. coffee break etc. rest period. H) MUTUAL WELFARE FACILITIES These are these facilities agreed to by mutual consultation between employers and employees. Where an employee has not worked for all the working days in any accounting year. II) NON – STATUTORY MEASURES A) HOUSING FACILITIES Progressive enterprises must consider proper facilities for sheltering their own working forces a necessary adjunct to sound industrial relation where the undertaking is located for away from any city of populated area. which are declared by employers.. G) VOLUNTARY SCHEMS There are facilities like holidays. the bonus payable to him (U/s.10) shall be proportionately reduced (Sec13). The problem of housing can best be 16 .

health and comfort of its own will necessarily be have looked after such an amenity will prove a great value in attracting desirable workers and in establishing employment relations. 17 . The supervision of housing conditions being them under own control. Efforts should be directed to provide buses or lorries to carry the workers to and from the workspot. the sanitation. The living quarters of work force is most of industrial towns and cities are a slur on modern civilization and the conditions under which our industrial toilers are made to live are most revolting. B) TRANSPORT FACILITIES Growth of industrial states and also workshop outside the city has made communication a problem to workers. where the workers are located in out the way places far from the workmen’s living quarters and there are no available means of conveyance are inadequate of un-satisfactory by being their sloe or too expensive.solved by the company constructing its own cottages in the vicinity of the workspot and renting these its own workers at low rates.

which is most often technological.The committee on labour welfare after studying the situation recommended that transport on a large scale is best provided by the state that the local bodies should stream line their operations. Since the latter even is the works in a factory. Since in a sense it is an investment in training the world force of the future. This is yet another problem which welfare workers would need to solve. Funds could also be raised through contributions from workers and employees. that a fund could be created. increase their fleet and frequency of buses especially to labour colonies. Children for a better management relationship. industrial estates and town ships and for carrying workers to and from. with different industrial establishments contributing to wards the education of their worker’s children. C) EDUCATIONAL FACILITIES Education is important factor in all respects whether for the citizen of the industrial worker is of equal importance. The precision of education facilities cipher of education facilities cipher by the state or employees or jointly will help a great deal in improving the workers commitment and give him a sense of belonging and achievement. It is an expensive scheme and 18 . has to cope up with change.

grocery. They will be able to but their daily requirements at much lower price. Can be purchased by its own employee at low cost plus expenses of conducting the advantage to the employee will be two fold.cloth.etc. However. D) CO-OPERATIVE STORES FOR EMPLOYEES The running of co-operative stores by company where must articles of daily necessary including food grains. E) RECREATION FACILITIES Most of the employees today take their pride in the extra curricular achievements of their workers and here it is often a prestige issue. The facilities provided for recreation.hence needs to be provided for by the state employees and be social welfare agencies. other recreation facilities available to 19 .oil.. broadly speaking are determined by the resource available for this purpose in the enterprise and the importance accorded to it by the employer.

but . The annual cost of absenteeism of Indian Organisation has been consumed larger amount of human and money at the job level one day absence by a clerical worker can cost an employer. It is obviously difficult for an organization has been consumed larger and money.industry workers are much better organized than these at disposal of the average citizen. an integral part of psychology and economics of industrial production. 20 . INTRODUCTION ABOUT THE STUDY This study was conducted at INFRRA-TEX. It is a great sociological problem of great complexity. The main objective of thestudy is to find out the factors influencing absenteeism. PERUNDURAI. PRIVATE LIMITED. Absenteeism in important symptom of maladjustment and sign of protest. born but of attitudes. It is not an isolated phenomena. Up to one thousand in reduced efficiency and increase supervisory workload.

The rate of absenteeism is lowest on pay day it increases considerable on the days following the payment of wages honour. Thus the absence may authorized or unauthorized will full or caused be circumstances beyond one’s control. Worker reports for any parts of a shift is to be considered present. For calculating the rate of absenteeism. or on the ground of sickness or some accident or without any previous sanction of leave. if he take leave to which he is entitled. two factors are taken into consideration the number of persons scheduled to work and the number of actually present. 21 . frequent absenteeism in industrial units has constituted a great drain on the productive resource of India . Managers and supervisors be aware of exact level of absenteeism of their work units as well as each employee’s specific attendance patterns as a nature of each absence.circumstances and conclusions. Any employee may stay away from work.

training. job adjustments. 22 . ⇒ ON INDUSTRY Absenteeism in industry stops machine. create production bottle necks. results in production losses. rejection of finished breakdown of machinery and consequent idle machine hours. distrust process. Casual or substandard employees increase machine down time. hampers smooth flow or continuity of work upsets production targets.INTRODUCTION ABOUT THE TOPIC The adverse effect of absenteeism are to be listed. He high rate of absenteeism in India is a serious tow hold problems affecting both employees and workers they are described below. increases direct over load costs increases work load of the inexperienced less experienced workers are creating problems of recruitment. morale attitudes.

makes it difficult for him to meet necessities of life.Absenteeism in one hand directly contributes to the rise in production costs while on the other it deprives the industry of its hard earned reputation due to the deterioration in quality of goods produced and the delay in supply to valued customers. of attitude of morale. marital status. leading to personal problems. education. ⇒ ON WORKERS Frequent absenteeism adversely affects the economy of the worker himself. hobbies. Some of its cause are. GENERAL CAUSES OF ABSETEEISM Absenteeism has become a more serious problem in developing country like India. Personal factors such as age. health. voices and extracurricular activities.  SOCIAL AND RELIGIOUS CEREMONIES 23 .  PERSONAL FACTORS. Of reduces is earnings and adds to his indebtedness decrease his purchasing power.

dust and fumes over crowding all if these affect the workers health. Environmental temperature reduces capacity to work. casting him to remain absence for long time.Social and religious functions divert workers from work to social activities in a large number of cases. Even the arrival of guests is a temptation for the Indian workers to stay away from work. On congenial and unattractive working conditions as well as monotones in nature of work also attempts a workers stay away from work. noise and vibrations in the factory bad lighting conditions. the proportion of the absenteeism due to sickness. In majority of factories roofs have been a single corrugated iron sheets. accident of maternity is not as high as it is due to other causes including social and religious ceremonies and festivals which divert the workers from the work. 24 .  BAD WORKING CONDITION Irritating and intolerable working condition exists in factors heat and moisture.

the standards are distantly poor. canteens. 25 . Absenteeism is also dues to inadequate welfare available to workers for a vast majority of industrialists in India still look up an welfare work as a barren liability rather than nice investment. shelters. ambulance. drinking water. The virtual of the Indian workers are very low because of malnutrition. First aid appliance. rooms. rest rooms and crèches which strengthen the general impression that compliance with statutory welfare provisions is half hearted and inadequate  INDUSTRIAL FATIGUE. Due to its often results in constant fatigue which compel him to absent for next day. ABSENCE OF ADEQUATE WELFARE FACILITIES. unsanitary and unhealthy conditions in fatigueness if the worker more over two ways compel a worker to seek some part time job to earn some side income. washing and bathing facilities. The studies bade by some status in respect of different components of welfare include sanitation. poor housing. Particularly in medium and small sized units.

 INADEQUATE LEAVE FACILITY Refusal to sanction leave for the genuine reasons compels the workers to fall back on ESI leave instead of going without pay the workers avail themselves of this ESI leave facility. which is high in first week of each month when worker receive their wages.  INDEBTEDNESS Most of the workers suffer from a high degree of indebtness workers are always worried about the financial matters such workers about themselves or even resign to escape the money lenders. A considerable amount is being spent every month by them liquor. The workers income was lower than their expenditure. Once in indebtness of many industrial workers. They rust to liquor shops and drink to forget their immediate worries. As a result absenteeism is high. cigarette and pan. ALCOHOLISM The habit of alcoholism among the worker is a significant cause of absenteeism.  LACK OF TRANSPORT FACILITIES 26 .

Total number of days should not be included. CALCULATION OF ABSENTEESIM RATE. Statistically it is measure by the percentage of a man shift lost due to absence to the corresponding total man shifts scheduled to work. I.The reason is applicable to the industries particularly those which are away from trhe urban area. Because of this reason the workers will present to the working place lately and following this habit due to industries regulation and due to some other reasons they absent themselves.  Any day such as Public holidays on which persons do not turn up for work or annual holidays or days lost due to strike or lay off. 27 . Number of man – day lost Absenteeism Rate = X 100 Number of man-days scheduled to work Before we apply this formulae care should be taken while taken contain factors into the consideration.

Due to his hard work the company has grown year after year. V. his son G. Workers who quit only until the names are optically removed from the payroll. After Mr. P. Substituted should also be excluded. At present 2000 employees working in the company. Any absence of half a day or more should be recorded. at the period 300 workers were employed initially.S. P. GOVINDARAJ. GOVINDARAJ. The investment of the company at present is Rs. The persons who are chronic absentees and who have not been employed in preceding two months due to prolonged sickness. PROFILE OF THE COMPANY Infrra-tex was established in Perundurai by Mr.S. in 1989.6 Crores. The company runs on shift basis the employees are working at 28 . SAKHIVEL took over the post of Managing Director and he is very talented and soft handed person. The branch was opened shortly at Manikampalayam. II. III. IV. Casual workers should be excluded.

Malaysia. Singapore and Germany. PRODUCT PROFILE  KNIT This name is more famous with the corporate buyers and most of the export activities being routed this company. Garment Washing activities are under this company.  KNIT PROCESSORS All the fabric Dyeing. Also knitting activities under this company.  INFRRA CLOTHING COMPANY This company is handling Domestic Trading in yarn and fibers. 29 .1.5 shift per day. The company produce high quality of garments this makes them to market their products in Foreign countries like Italy.

They are having the following infrastructure with highly equipped standards.  KNIT FINISHERS All the compacting activities are under this company. a variety of mélange yarns and Grindle yarns (Twisted).  YARN PSG Mills (P) Ltd. Apart from this. 30 plant and machineries to meet international . With this they ensure the perfect quality yarn to meet customers requirement and also having very wide range in 100% cotton yarns including 100% Gasssed Mercerised yarns. PSG Mills is the sole selling agents for the following famous mills in the Entire South India at Erode District. blended yarns. Madhya Pradesh having the capacity of 30000 spindles and it has specilisation of producing yarn using organic cotton. our owned fully modernized spinning mill located at Indore.  SAMPLING.

These are shown to buyers months in advance of the respective season to enable them to choose. Pailung & Orizio. For spring. the designs and styles given by the buyers are also treated as theirs exclusively. winter. modify or change the styles to suit their own clients and outlets. Experienced sets of skilled personals ensure the quickest delivery of samples. Taiwan which is capable to knit 31 . and 8 flat knitting machies of Kauo Hung. summer.  KNITTING Knitting department has 22 circular knitting machines of Mayer & Co. and autumn. a collection of high fashion styles are prepared. The ability to predict future fashion trends is translated into library of swatches in myriad colors for the four reasons.The exclusive sampling department has an array of machinery to cater to sampling needs of the buyers round the year. Italy. In addition. Germany.

They have their own garment washing plant and it has the facility of Garment Washing as per buyers requirement. Germany.  COMPACTING Compacting department is equipped with latest high-tex compacting machines from USA and Monti compacting machine from Italy that can handle fabrics up to 60” width. Also our dyeing plant is equipped with Santastrecth fabric stretching machine from Santex. It has the capacity to produce 9 tones of fabric per day. 32 .Geng.all kind of Hi-fashion fabrics. overstretching and wet compacting of knitted fabrics in tubular and in extended form. Switzerland for the dewatering. as well as for wet-in-wet impregnation. Taiwan. Dryers from Calator Ruckh. Advanced Computer clor 1 matching system from Data color ensures the perfect color that a customer need.  DYEING Dyeing department is equipped with soft-flow and HTHP vessels from Tong. Dyeing plant’s per day output will be 10 tones.

It’s capacity is per day.  SEWING Manufacturing at Eastern Knits follows a highly efficient an organized pattern. Pegasus. Brother.The shrinkage levels are maintained well within permissible limits as required limited as required by our customers and use of state-of-the-art compacting process makes double sure that shrinkage is controlled perfectly. Germany with automatic spreaders and Band Knife cutting machine from Qshima. Hasima to make any contemporary style garment with perfection. 33 . Sewing department is equipped with a 6 tones range of imported and indigenous Machineries (around 550 nrs) like Juki.  CUTTING Apart from the manual cutting patterns it has the CNC cutting machine from Wastema. Taiwan and also has power operated hand held cutting machines of 5 hours. This is where the garment takes real shape and lot of care has been taken to achieve perfect finish.

they have factories that are dedicated to producing only customer – specific garments a year through.It has the vide range of products for mens. latest stain removing stations. ladies. automatic. For specific garment requirement of the customers.  FINISHING Finishing department has modern finishing equipment like steam iron with vacuum tables from Ramsons Veit. 34 .  QUALITY TEAM Their TQM ensures the total quality of garments to meet the international standards. There is also a final checking area to ensure every packed garment meets customer’s quality standards. infants and kids. This also enables us to maintain the high quality standards that buyers are looking for. strapping machines and spacious packing area with proper light and ventilation.

every little tuck. compacting and garmenting quality parameters. for extended periods of time. The completed garment goes through several visual checks and is finally given the go – ahead by the quality control people. This party is followed critically from batch to batch. For every stage like right from Yarn. taking into account every little plait. 35 . Besides assisting our workers in reinforcing quality control.An approved style is replicated by East man knits. Quality control equipments that check the garments at various stages hefore they are presented for the final inspection prior to shipment. dyeing. they conduct programmes that train their workers on sewing and finishing lines. quality inspectors are checking knitting. every minute detail. taking quality management a step further. We employ technicians who specialized in specific garments.

design speed and trust have been the key words that helped Infrra Knits. designers. Their in-house design team is constantly their position and satisfy their customers coming up with new and innovative designs.The story behind the success of East Man Knits is one of people and their dedication to quality.competitiveness have always been their motto. And of their efforts that have helped strengthen worldwide. manufacture any products according to the client provided specifications. A remarkable group of talented and highly motivated managers. Their In-House laboratory has equipped with all modern equipments to ensure the quality level at any stage. Quality. The carefully planned Geometric Designing and Quality Control with special attention to Cost effectiveness and commitment to timely delivery is the hallmark of Infrra Knits. Quality. craftsman and operations people. variety and cost. needed its present status 36 . which n only keep up with the latest trends. They can of course. but also create new ones.

 Respondents are biased towards there information. anyway cross checks were made to minimize the bias.  The results are confined to INFRRA TEX and the absenteeism only OBJECTIVES OF THE STUDY 37 .LIMITATIONS OF THE STUDY  Most of the respondents are not ready to give the personal details.

 To find out the factors influence the workers for absent in INFRRA TEX. To know the economic background of the employees.  To know the physical and mental conditions of the workers specially in an of absenteeism.  To find out the reasons for absenteeism. FUNCTIONS OF PERSONNEL DEPARTMENT 38 .

he will be rejected by the management. and 39 . He is to be employed in the concerned section and he is treated as a trainee at first. The objectives of selection process is to determine whether on applicant meets the qualification for specific jobs and to choose the applicant who is likely to perform well in that job.⇒ SELECTION The selection is concerned with securing relevant information about an applicant. ⇒ TRAINING OF THE PERSONNEL. After the selection of the personnel for the various categories. This information is secured in a number of steps or stages. Then as per individual management policy based on the individual performance he will be absorbed for further period. Training enables the employees to improve there knowledge. If an applicant is below 18 years. skill. the next function of the personnel department in to arrange the training which is not only provided to the fresh or newly appointed workers but also to the existing workers.

and Spic Jothi Gas are also provided to the workers on the installments basis with bank interest Festival advance in paid to all the workers during festival and the amount is recovered in five installment. ⇒ Welfare schemes. Thus the expenditure incurred on training is not a waste it is investment on human capital which will enable the concern to earn good profit.3 per worker. Grinder. Mixi.ability to perform specific jobs. Management contribution is Rs. Labour welfare Board Funds Rs.6 and the total amount of Rs. TVS 50. A trained person reduced the cost of production and avoids all types of wastes. TV. The advances are deducted from their wages in the 2nd week and or at the month end.9 paid to the labour welfare fund Board Madras on before 31st January at every year. 40 . Night free tea will b e provided to workers. ⇒ ADVANCE FACILITY All the workers have the facility of advance for their emergency expenses.

2 crores. ⇒ EMPLOYEES PROVIDENT FUND. For this made by the both the workers and the employers as specified in EPF. ⇒ BONUS Every year bonus has declared by the management as per the Bonus Act. The company may collect funds though loans from bank. the company loans may be unsecured. If the employee dies this fund is given to the nominated person. 41 .⇒ LOANS The company has got loan for Rs. financial institutions etc. ⇒ EMPLOYEE PERSON OF FUND. The company propose to manufacture polyster yarn. secured and open loans. All the workers of the company are covered under the contribution is Employees Provident Fund Scheme.

provided by the canteen are very cheap as well as good for the health of the workers. Gandhi Jayanthi. tea. etc are provided to the workers at reasonable prices. Festival Holidays = 5 9 ⇒ NATIONAL HOLIDAYS Republic Day. ⇒ FESTIVAL HOLIDAYS 1. The food item. Lunch.⇒ CANTEEN The canteen comes under the control of the personnel department. ⇒ HOLIDAYS 1. Pongal (or festival 2 days) 2. National Holidays = 4 2. Deepavali 42 . May Day. coffee. The tokens are issued in advance for a month on credit basis which are recovered from the wages. Independence Day.

3. Ayutha Pooja ⇒ LEAVE WITH WAGES. January to December 240 days + above ⇒ WAGES 26 days Wages = Month 12 months Working days 1/20 days 43 .

7. 8. 5. Then he shall sign the tickets. the Time Keeper should be present in the mil at least 15 Minutes before the commencement of the every shift and check that the workers come in time for their work. Register enter. Daily funds.TIME KEEPING SECTION FUNCTIONS OF THE TIME OFFICE 1. of Names correspond with number of worker actually present. 3. The main function of the time office is the booking of labour time. If only worker absents himself for one or two days on some reasonable. He checks to see that the No. discharge and dismissals. list of overtime works if any. 2. he may be taken from back otherwise and absenter should not be houred. 4. 6. Employees attendance records maintained in this section. Ground. 44 . suspensions. the attendance record. account settling etc.

 To permit coming and out going pass after though check. FUNCTIONS OF THE SECURITY SECTION  To check the discipline among the employees.9. Then The Time Keeper only is find out the employees conduct. to at management for recommended increment.] 10.  To safe – guard the property of the company. 45 . The Time Keeper shall ask the ticket boy to collect and sort the tickets.  To control the flow of visitors.

It is a problem to both the individual as well as to the industry.CONCUSION The problem of the absenteeism has two sides. 46 . The loss of productivity to the industry and individuals absenteeism contribute mostly towards reduction of national income.

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