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

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

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

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

on his retirement or on his death or disablement due to accident. the monthly wages of the workmen concerned. 1965 15 . 1972 Gratuity is a kind of retirement benefit. F) PAYMENT OF BONUS ACTS. 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.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. It is payment which is intended to help an employee after his retirement. E) PAYMENT OF GRATUTITY ACT. like provident fund or pension. 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. and the relevant factor of working out lump sum equipment of compensation amount as specified in schedule IV (as substituted by amendment 1984).

Where an employee has not worked for all the working days in any accounting year. H) MUTUAL WELFARE FACILITIES These are these facilities agreed to by mutual consultation between employers and employees. 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. the bonus payable to him (U/s. The problem of housing can best be 16 . rest period.10) shall be proportionately reduced (Sec13).. which are declared by employers. provided he has worked in the establishment for not less than 30 working days in the year (Sec 8). G) VOLUNTARY SCHEMS There are facilities like holidays. coffee break etc.Every employees shall be entitled to be paid by his employer in an accounting year bonus in accordance with the provisions of the act.

The supervision of housing conditions being them under own control. 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. the sanitation. B) TRANSPORT FACILITIES Growth of industrial states and also workshop outside the city has made communication a problem to workers. 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. Efforts should be directed to provide buses or lorries to carry the workers to and from the workspot.solved by the company constructing its own cottages in the vicinity of the workspot and renting these its own workers at low rates. 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. 17 .

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. It is an expensive scheme and 18 . increase their fleet and frequency of buses especially to labour colonies. industrial estates and town ships and for carrying workers to and from. C) EDUCATIONAL FACILITIES Education is important factor in all respects whether for the citizen of the industrial worker is of equal importance. has to cope up with change. This is yet another problem which welfare workers would need to solve. with different industrial establishments contributing to wards the education of their worker’s children. Since in a sense it is an investment in training the world force of the future. that a fund could be created. 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. which is most often technological. Since the latter even is the works in a factory. Children for a better management relationship. Funds could also be raised through contributions from workers and employees.

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

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

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

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

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. ⇒ ON WORKERS Frequent absenteeism adversely affects the economy of the worker himself. Some of its cause are. makes it difficult for him to meet necessities of life. Of reduces is earnings and adds to his indebtedness decrease his purchasing power. marital status. hobbies.  PERSONAL FACTORS. health. Personal factors such as age. education. GENERAL CAUSES OF ABSETEEISM Absenteeism has become a more serious problem in developing country like India. leading to personal problems. of attitude of morale.  SOCIAL AND RELIGIOUS CEREMONIES 23 . voices and extracurricular activities.

Environmental temperature reduces capacity to work. 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. Even the arrival of guests is a temptation for the Indian workers to stay away from work. In majority of factories roofs have been a single corrugated iron sheets.  BAD WORKING CONDITION Irritating and intolerable working condition exists in factors heat and moisture. the proportion of the absenteeism due to sickness. dust and fumes over crowding all if these affect the workers health. 24 . 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.Social and religious functions divert workers from work to social activities in a large number of cases. casting him to remain absence for long time.

rooms. 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. the standards are distantly poor. 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. The virtual of the Indian workers are very low because of malnutrition. drinking water. shelters. Particularly in medium and small sized units. poor housing. ambulance. Due to its often results in constant fatigue which compel him to absent for next day. canteens. washing and bathing facilities. rest rooms and crèches which strengthen the general impression that compliance with statutory welfare provisions is half hearted and inadequate  INDUSTRIAL FATIGUE. The studies bade by some status in respect of different components of welfare include sanitation. 25 . ABSENCE OF ADEQUATE WELFARE FACILITIES. First aid appliance.

 LACK OF TRANSPORT FACILITIES 26 . The workers income was lower than their expenditure. As a result absenteeism is high. They rust to liquor shops and drink to forget their immediate worries. cigarette and pan. Once in indebtness of many industrial workers. which is high in first week of each month when worker receive their wages. ALCOHOLISM The habit of alcoholism among the worker is a significant cause of absenteeism. A considerable amount is being spent every month by them liquor.  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.  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.

Statistically it is measure by the percentage of a man shift lost due to absence to the corresponding total man shifts scheduled to work. CALCULATION OF ABSENTEESIM RATE. I.The reason is applicable to the industries particularly those which are away from trhe urban area.  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. 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. 27 . Total number of days should not be included. 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.

GOVINDARAJ. The persons who are chronic absentees and who have not been employed in preceding two months due to prolonged sickness. II.S. After Mr. Due to his hard work the company has grown year after year. Substituted should also be excluded. P. The investment of the company at present is Rs.S. Casual workers should be excluded. The company runs on shift basis the employees are working at 28 . PROFILE OF THE COMPANY Infrra-tex was established in Perundurai by Mr. IV. his son G.6 Crores. in 1989. SAKHIVEL took over the post of Managing Director and he is very talented and soft handed person. Any absence of half a day or more should be recorded. III. At present 2000 employees working in the company. at the period 300 workers were employed initially. GOVINDARAJ. Workers who quit only until the names are optically removed from the payroll. V. The branch was opened shortly at Manikampalayam. P.

 KNIT PROCESSORS All the fabric Dyeing. Also knitting activities under this company. Garment Washing activities are under this company. PRODUCT PROFILE  KNIT This name is more famous with the corporate buyers and most of the export activities being routed this company.  INFRRA CLOTHING COMPANY This company is handling Domestic Trading in yarn and fibers.5 shift per day. 29 . Singapore and Germany. Malaysia. The company produce high quality of garments this makes them to market their products in Foreign countries like Italy.1.

They are having the following infrastructure with highly equipped standards.  YARN PSG Mills (P) Ltd.  SAMPLING.  KNIT FINISHERS All the compacting activities are under this company. Apart from this. our owned fully modernized spinning mill located at Indore. 30 plant and machineries to meet international . Madhya Pradesh having the capacity of 30000 spindles and it has specilisation of producing yarn using organic cotton. blended yarns. a variety of mélange yarns and Grindle yarns (Twisted). 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.

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

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

This is where the garment takes real shape and lot of care has been taken to achieve perfect finish.  CUTTING Apart from the manual cutting patterns it has the CNC cutting machine from Wastema.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. Brother. 33 . Pegasus. It’s capacity is per day.  SEWING Manufacturing at Eastern Knits follows a highly efficient an organized pattern. Hasima to make any contemporary style garment with perfection. Germany with automatic spreaders and Band Knife cutting machine from Qshima. Sewing department is equipped with a 6 tones range of imported and indigenous Machineries (around 550 nrs) like Juki. Taiwan and also has power operated hand held cutting machines of 5 hours.

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

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. every minute detail. compacting and garmenting quality parameters. For every stage like right from Yarn. This party is followed critically from batch to batch. 35 . taking quality management a step further. taking into account every little plait. every little tuck.An approved style is replicated by East man knits. The completed garment goes through several visual checks and is finally given the go – ahead by the quality control people. quality inspectors are checking knitting. We employ technicians who specialized in specific garments. for extended periods of time. Besides assisting our workers in reinforcing quality control.

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

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

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

He is to be employed in the concerned section and he is treated as a trainee at first. ⇒ TRAINING OF THE PERSONNEL. Training enables the employees to improve there knowledge. and 39 . If an applicant is below 18 years. This information is secured in a number of steps or stages. he will be rejected by the management.⇒ SELECTION The selection is concerned with securing relevant information about an applicant. 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. After the selection of the personnel for the various categories. skill. Then as per individual management policy based on the individual performance he will be absorbed for further period. 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.

3 per worker. ⇒ ADVANCE FACILITY All the workers have the facility of advance for their emergency expenses. ⇒ Welfare schemes. 40 . 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. Management contribution is Rs. Night free tea will b e provided to workers. A trained person reduced the cost of production and avoids all types of wastes. Mixi. TV. Grinder.9 paid to the labour welfare fund Board Madras on before 31st January at every year.6 and the total amount of Rs. 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. Labour welfare Board Funds Rs. The advances are deducted from their wages in the 2nd week and or at the month end.ability to perform specific jobs. TVS 50.

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

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

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 .

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

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

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

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