CHAPTER IX

IMPACT OF
LABOUR LEGISLATION
r CHAPTER IX
IMPACT OF LABOUR LEGISLATION

This chapter deals, in the first part with the theoretical

background of labour legislation and the second part deals with the
analysis of the responses of female tobacco workers.

9.1) DEFINITIONS
The term labour legislation may be defined as "that body of
legal enactments and judicial principles which deals with employ­
ment and non-employment, wages, working conditions, industrial
relations, social security, and labour welfare of industrially employed
persons.

It is one of the most progressive and dynamic instruments for

achieving soci-economic progress. "There is no any other branch of
law which embraces such a wide and effective role in social
engineering and social action. Thus, labour law distinguishes itself
from other branches of law and awaits the development of a wholly
different jurisprudence to expound it".

9.2. OBJECTIVES :
Labour legislation aims to protect the workers from exploitation,
to strengthen the values of industrial relations so that cordial
relationship exists between the employers and the employees. This
is achieved by preventing the occurance of industrial unrest, also to
provide machinery for prevention and settlement of industrial
disputes, to preserve health, safety and welfare of workers by
regulating conditions of work, and providing the welfare of social
security of workers and to obtain steady growth of production
without frequent breaks due to strikes and lock-outs.

Labour laws strikes a balance between labour and capital by

putting both the elements of production together, removing the
misunderstanding that one is superior to the other. The laws which

129
deals with regulations of conditions of works, welfare and social
security, prevention and settlement of industrial disputes, the
workers organisations, and allied matter fall under the jurisdiction of
industrial law.

9.3. NEED :
Labour law is essentially a socio-economic legislation pertaining
to various human problems in relation to an industry. Industrializa­
tion in India has adversely affected the working class people in the
shape of long working hours, miserable living conditions insanitary
slums / huts, industrial fatigue and diseases of head and heart and
bad environmental conditions in and around the work place. In turn
it has given birth to socio-economic problems like poverty, juvenile
delinquency, prostitution and drinking, gambling, immoral traffic in
women and children, over crowded cities less of interest, psycho­
logical dissatisfaction in the minds of workers, inadequate rest and
recreation, exposure of fatal accidents, differently of adjustment with
the changed city atmosphere, emphasis on punctuality, regularity,
and obedience to authority in factory life-all these factors affected
the mental make-up of the labour. Besides, a high rate of
absenteeism, labour turnover, pollution, constant strain on the
relations between the employers and the employees bringing about
strikes, lock-outs and gheraos leading to a fall in production and
rise in a cost of production were other factors which compelled the
Government and the employers to change their attitude towards the
working class. Labour legislation was therefore, regarded as an
important instrument in the hands of the state to bring improve­
ment in working lives of the workers. Moreover, the labour
problems are typical in nature, therefore, ordinary civil laws are
insufficient to govern them.

Labour legislation needed in the industry because the workers

are exposed to certain risks, which are mostly hazardous, they are
also economically weak with low bargaining power and due to low

130
level of earnings, workers find themselves in a great difficulty when
they faces with hazards of life. Besides this it is necessary to
encourage and facilitate for the formation of workers organisations/
trade unions, as well as for maintaining good industrial relations.

9.4. PRINCIPLES :

Labour laws should be enacted based upon the consideration of

social justice and human approach towards labour problems and the
local social conditions. This base has been considered in all the
countries of the world. They are based on the principles enunciated
and provisions laid down in the international labour code of the
International labour Organisation. The principles of labour legisla­
tion are :

i) THE PRINCIPLE OF SOCIAL JUSTICE :

The Government should consider the needs and provide security

to those individual members who are unable to protect themselves
from exploitation because of their weak economic power or the
factors which are beyond their control. Social justice in labour laws
means an equitable distribution of profits and benefits accuring from
industry between employers and the workers and afford protection
to the workers against harmful effects on their health, safety, and
morality. Justice requires that every reward shall be given which has
been earned, praise, bestowed, where it is due and credit given
where it rightly. Therefore, the state being the supreme law making
authority and guardian of the people, undertakes suitable legislative
measures.

ii) THE PRINCIPLE OF SOCIAL WELFARE :

Social welfare is the idea of better manhood and better society

which has drawn many missionaries and philanthropists to the
movement for labour in advanced and progressive countries. Legis­
lation for protecting children, yound persons and women, ensuring
minimum wages to labour in unorganised industries and preventing

131
misuse of human resources by exploiting them indiscriminately for
private gain and legislation for improving working and living
conditions are based on this principle. To bring amendments in the
laws from time to time due to change in the social conditions, the
laws empowers the Government to make changes.

iii) THE PRINCIPLE OF NATIONAL ECONOMY :

Labour laws should ensure normal growth of industry for the

benefit of the country as a whole, satisfaction of physical and
intellectual needs of the worker for increasing growth of industrial
efficiency and adjustment of wage system with a view to increase
the productivity and prosperity of workers. Laws relating to the
hours of work leave with wages, the amount of compensation
payable for accidents are based upon this principle.

iv) THE PRINCIPLE OF INTERNATIONAL UNIFORMITY :

To secure minimum standards on uniform basis in all labour

matters, the principle of international uniformity should be followed.
The need for international uniformity arises because of the fact that
some nation do not adopt the policy of human treatment so failure
of any one nation adopting human conditions of labour is an
obstacle in the way of other nations which desire to improve the
conditions in their own countries. Therefore the impact of various
conventions and recommendations of International Labour
Organisation is seen on the labour laws in India.

9.5. EVOLUTION AND PROGRESS OF LABOUR LAWS IN INDIA ;

The begining of labour laws in India go back to the thirties of

the nineteenth century when the abolition of slavery led to
migration of contract labour in British Colonies and the Govern­
ment was forced to regulate the recruitment of labour. It was
followed in 1837 by the regulation under the "Indenture System" of
the recruitment, forwarding and employment of tea garden worker.

132
of Slavery in 1843, turned to India as a source of cheap labour
supply. Ever since 1840, when the first tea plantation was
developed, the plantation owner faced labour shortage. Although
the legislation was meant to apply only to out migration to foreign
countries, it has a great influence upon the development of labour
legislation with India, especially in connection with recruitment,
forwarding and employment of tea garden labour in Assam.
However, the need for uniform legislation for other industries was
not at all felt.

The laws enacted earlier were "Apprentice Act, 1850". The

fatal Accidents Act, 1953. The Merchant Shipping Act, 1859, The
workman's Breach of Contract Act, 1859. The employers and
workmen's Dispute Act, 1860. These acts merely aimed at meeting
certain contingencies and therefore, cannot be regarded as continu­
ous labour policy. The International Labour Organisation has
observed that "most of these laws were enacted not with a view to
safeguarding the interest of workers, but more with a view to
protecting the interests of the employers", because in those days
the problem was of protecting social system against labour and not
of protecting labour against the social system".

The following acts are applicable to tobacco units in Nipani.

The important acts are discussed in breif.

1) The Trade Unions Act, 1976.

2) The Payment of Wages Act, 1936.

3) The Industrial Disputes Act, 1947.

4) The Minimum Wages Act, 1948.

5) The Factories Act, 1948.

6) The Employees Provident Fund (Miscellaneous) Act, 1952.

7) The Payment of Bonus Act, 1965.

8) The Payment of Gratuity Act, 1972.

“l33~
 9) The Karnataka ( Industrial Establishments) National Festivals
and Holidays Act, 1963.

10) The Maternity Benefits Act, 1961.

11) The Karnataka labour Welfare Fund Act, 1965.

9.6) THE TRADE UNION ACT 1926 :

The Act is enacted by the goverment of India and it extends to

whole of India. The main object of the act is to protect the
workers. According to this act any seven members can form the
union of the workers and apply for the registration with the copy
of its rules and regulations and other particulars i.e. names,
occupations, and addresses, age etc.

The registered unions have to maintain the records, submit

returns and get the accounts audited by chartered accountant. The
Registar of trade unions (Assistant Commisioner of Labour) is
empowered to inspect the documents and take action against the
union for the violation of the provisions.

The act gives protection and legal status to the unions

registered under the act. The office bearers of the unions are
supposed to follow the rules and procedure laid down in the act to
form the body from time to time.

The trade union of tobacco workers in Nipani.i.e The Chikodi

Taluka Kamagar Mahasangh, Nipani is registered Union under this
act and functioning accordingly. However, it has been observed that
the elections of the office bearers are not taken according to the
rules / provision of the law because of the one man show.

9.7) THE PAYMENT OF WAGES ACT, 1936 :

The Act is enacted on 23rd April, 1936 and it extends to whole

of India. The object of the act is to regulate the payments to
certain class of persons employed in industry. It is applicable to all

134
the industrial estabilishment but the provisions of the act are not
applicable to the employees who draw an average pay of Rs.
2,500/- per month.

The provisions restrict the wage period that it should not

exceed one month. It should be in terms of a day or a week or a
fortnight or a month. As regards payment, the employers have to
pay the workers on or before 7th of every month if the employees
are less than 1000 or on or before 10th of every month if the
employees are more than 1000.

The employers are permitted for only legal deduction. The

deduction from the wages should not be more than 50 per cent of
the wages. In the case of payment of co-operative societies, it can
be done upto 75 per cent.

The employers have to maintain the records and make available

to the Inspector for inspection purpose. In the case of violation of
the provisions, the Inspector can take legal action against the
employers. The punishment given under the law is imprisionment
and fine.

The Inspector under the Factories Act,1948 is normally Inspec­

tor under the payment of wages Act, 1936. As regards its imple­
mentation, in tobacco industries, it has been observed that the
records have been maintained properly and payments are done
weekly but the workers are not aware regarding the names and
addresses of the Inspector. This may be possibly due to illiteracy,
ignorance and lack of interest. The employers have also not paid
double the rate of wages for overtime work.

9.8) THE MINIMUM WAGES ACT, 1948 :

The Act is enacted on 15th March, 1948. It extends to whole

of India. The object of the act is to fix minimum rates of wages in
certain industries and also to avoid industrial disputes regarding

135
It
II wages.

The appropriate Government can fix the minimum wages

payable to the employees. The fixed wages can be revised after five
years. The rates may be fixed by any wage period i. e. by hours,
by the day, by the month. Rates may consist of basic wages and
other allowances. The rates may also be fixed for different schedule
employment or different classes of work in the same schedule
employment, different localities and adults, adolescent, children and
apprentices.

The employers have to give the fixed rate of wages. The

registers and forms are to be maintained prescribed under the rules.
The documents should be open to the inspector for inspection.
Besides, the salary slip mentioning the rates, days and total wages
should be given to the workers.

It has been observed and experienced that the act is applicable

to tobacco industry but some of the employers do not give
minimum rates of wages but the record is maintained as per law.
The wage slips are also not given to the workers though the
employers are supposed to give.

9.9) THE FACTORIES ACT, 1948 :

The Act came into force on 23rd Sept. 1948 with a view to
regulate the condition of workers in factories. It aims to, have
safety against hazards, provide reasonable good working conditions
of work, requisite facilities and also to ensure of minimum leave and
rest facilities, working hours etc.

It is applicable to industry where 10 workers are employed and

manufacture process is carried on with the aid of power and 20
persons where manufacturing process done without power. The
main provisions of the act are related to health, saftey and welfare
of the workers i. e. cleanliness, ventilation, over-crowding, lighting,

136
I of the workers i. e. deanliness, ventilation, over-crowding, lighting,
drinking water, latrines and urinals, spitoons, dangerous fumes, eye
protection, examination of machinery, fencing, fire, First aid,
canteens, shelter, rest rooms, lunch rooms, creches, working hours,
maternity leave facilities and welfare officer.

The Inspectors are appointed to inspect factories for its

implementation. The punishment is prescribed for its violation i. e.
both imprisonment and fine. The factories have to appoint welfare
officers if the strength is more than 500 workers.

The employers have to maintain the registers and forms

prescribed under the Act and the abstract and rule of the Act have
to be displayed near the gate, that too in a local language.

It has been observed that the Act is applicable to tobacco

industries but its implementation is very poor due to nature of the
industry, Government machinery and lack of healthy trade union.
The welfare officers have not been employed where more than 500
workers are employed. The abstract of act and rules is not
displayed near the gate. Earned leave is also not given to the
workers in some of the factories.

9.10) THE EMPLOYEES PROVIDENT FUND (MISCELLANEOUS)

ACT, 1952 :

The act is enacted in the year 1952 with an object of giving

economic and social secrurity to the workers after retirement. It is
benevolent not only upon the concerned employees but also upon
the dependents in the form of family pension.

The act is applicable to every factory and establishment

employing 20 or more persons. Every workers who completes 40
working days in a period of three calender month or less, is eligible
for provident fund membership. The employers and employees
contribute towards provident fund i. e. 8.33 per cent of the

137
Il employees is equal. The amount so contributed is sent to the

provident fund office every month. The employees are given

interest on the accumulated amount. They are informed about their
total accumulation.

The employees are also provided certain facilities like interest

free loan from the provident fund . The loan is refundable or non-
refundable. The accumulation of provident fund and loan facilities
help the emplyees to reduce their tension and worries.

The employers, have to maintain records prescribed under the

act and should be open to the Inspectors appointed under the act.
The provisions have been made for the punishment for violation.

It has been observed that provident fund is applicable to

tobacco industry but most of the workers get less amount due to
less working days or the employment given on the basis of the
orders of the Principle employers. The workers are also not aware
regarding their Provident fund contribution, employers contribution,
interest on the fund amount, total accumulation of the amount and
pension etc.

9.11) THE PAYMENT OF BONUS ACT, 1965 :

The Act is enacted in the year 1965 with an object of reducing
number of disputes on account of bonus. Earlier there was a
practice of paying bonus to the workers based on the profit. It is
applicable to every factory and establishment in which 20 or more
persons are employed on any day during the accounting year.

Every employee who work for 30 days in an accounting year

becomes eligible to get bonus. For calculation of the working days
lay-off days, leaves, absenteeism on account of temporary disable­
ment, maternity leave, and actual presence is considered for
counting total attendance.

Every employer is bound to pay minimum 8.33 per cent bonus

138
in every accounting year irrespective of profit or loss. Similarly the
bonus cannot be paid more than 20 per cent.

The Inspectors have been appointed under the law who are
empowered to inspect the documents related to bonus. The
provisions have been made for punishment in case of violation. The
employers have to maintain all the prescribed registers and forms.

It has been observed that the act is applicable to tobacco

industry. The tobacco workers get 8.33 per cent bonus. However,
it seems that workers and the union had to struggle hard for
implementation of the act. They went on strikes for number of
times for the same.

9.12) THE PAYMENT OF GRATUITY ACT, 1972 :

The act has enacted and made applicable with effect from 16th
Sept. 1972. It is applicable to every factory as defined under the
Factories Act, 1948, mine, oilfield, plantation, port, Railways, and
other shops and establishments wherein 10 or more persons are
employed or were employed on any day of the preceding 12
months.

The objective of gratuity is to help the employee after termina­

tion of the service on account of superannuation, physical disability
or termination of his service by the employers, by way of dismissal
discharge etc. The quantum of gratuity is directly related to the
length of service of an individual employee and is considered as
retirement benefit.

The gratuity is payble to an employee on the termination of

employment, after he has rendered continious service for not less
than 5 years. However, completion of 5 years of service for
gratuity is not necessary if the termination of the employment of
any employee is due to death or disablement. In such case, the
gratuity amount is payable to his nominee or if nomination has not

139
n
been made, then to his legal heirs. The rate of gratuity is 15 days
salary for every years service.
1
The employer is required to maintain the prescribed registered
and forms and should be made available to the inspectors ap­
pointed under the Act. It has been observed that the records have
been maintained as per the law.

9.13) THE KARNATAKA (INDUSTRIAL ESTABLISHMENTS)

NATIONAL & FESTIVAL HOLIDAYS ACT, 1963 :

The Government of Karnataka enacted this act in the year,

1963 and framed the rules under the act in the year 1964.
According to this act and rules the owners are supposed to consult
the trade unions functioning in their respective units and inform to
the inspector regarding the festival (paid) holidays which they intend
to declare during the calender year for his approval. Such informa­
tions should be furnished every year before the end of November.
The workers may prefer objections or suggestions regarding the
proposed holidays. After considering the suggestions or objections,
the inspectors approves and inform to the owners and the unions
of workers. Accordingly the owners are supposed to give holidays
to the workers.

The owners have to maintain muster rolls in the prescribed

form and make it .available to the inspector for the purpose of
inspection. Similarly, the owner is also supposed to submit the
annual return before 31st January, every year. The owners who
contravenes the provisions of the act and rule can be punished with
fine.

It has been observed that the female as well as male workers

employed in the tobacco processing units in Nipani are not given
the festival holidays with pay or the wages in lieu of the holidays
but it seems that the owners have maintained the records as per
the rules.

140
13. THE EQUAL REMUNERATION ORDINANCE, 1975 :

The Government of India framed the equal remuneration rule

1975 under the section 13 of the Equal Remuneration ordinance,
1975. According to the ordinance and the rules, the owners are
supposed to give equal remuneration to the male and female
workes for the same type of work. The discrimination cannot be
done on the basis of the sex i. e. male and female, otherwise the
owners who contravenes the sections and the rules can be punished
with fine. The owners have to maintain the registers in the
prescribed form and make them available for the inspection.

It has been observed that the owners of tobacco processing

units in Nipani used to give different remunerations to the male and
female workers for the same work but due to formation of the
union and effective functioning of the government machinery equal
remuneration is given to male and female workers now, however,
in some of the intermittent and seasonal units unequal remuneration
is given and managed to do so.

9.15) THE MATERNITY BENEFIT ACT, 1961 :

The Government of India enacted the said act in the year 1961
and framed the rule by the Government of Karanataka in the year
1967. According to the act, the owners are supposed to give
maternity benefits to the female workers who complete minimum
160 days work in a calender year but most of the tobacco
processing units are running in the seasons and intermittent,
therefore, most of the workers do not complete the minimum
condition of 160 days work, in a calender year and they are
deprived of the facilities.

The owners are required to maintain the muster rolls and the
registers and make them available to the inspector for the purspose
of inspection. The contravenes of the provisions of the act and
rules is punishable and the owners may be punished with fine.

141
r It has been observed that the female workers in tobacco
processing units in Nipani could not get benefits because of the
non-implementation of provisions but since the formation of the
union they are getting benefits but it seems that very few workers
have got maternity benfits because most of the workers are aged
and old. The owners have maintained the records as per law.

9.16) THE KARNATAKA LABOUR WELFARE FUND ACT, 1965 :

The Government of Karnataka has enacted this act in the year
1965 and framed the rules in the year 1968. According to the act,
the owners have to pay the unclaimed wages of the workers to the
Welfare Commissioner once in a every quarter. The Welfare
Commissioner maintains the accounts and get it audited every year
and submit the annual report to the state Government. The owners
to whom the payment of wages Act, 1936 is not applicable have
to maintain certain registers in the prescribed form.

The Table 9.1 throws light on the national and festivals holidays
given to the workers in tobacco processing units in Nipani.
TABLE - 9.1
TYPE OF INDUSTRIES BY NATIONAL AND FESTIVAL
HOLIDAYS WITH PAY

Type of National & Festival holidays with pay Total

Industry Yes No

Perennial _ 110 110

(27.50) (27.50)
Seasonal —
210 210
(52.50) (52.50)
Intermittent —
80 80
(20.00) (20.00)

TOTAL ~ 400 400

(100.00) (100.00)

142
r The Government of Karnataka has enacted a special act for
national and festivals holidays act. According to this act, total 13
national and festival holidays are decided mutually between the
management and the unions of workers. The act has been
implemented, but holidays are given without wages. Secondly, in
most of the units in Nipani, the workers are asked to work on
holidays on single wage only. As per law, double wages are to be
paid on holidays. Some units give payment of such holidays at the
end of the season. In some units payment of such holidays is not
at all given to the workers. This may be possible due to unhealthy
trade union and corruptive government machinery.

The Table 9.2 highlights the earned leave facilities provided to

the workers in tobacco processing units in Nipani.

TABLE - 9.2
TYPE OF INDUSTRY BY EARNED LEAVE WITH PAY

Type of Earned leave Total

Industry Yes No Don't know

Perennial 90 — 20 110
(22.00) (5.00) (27.50)
Seasonal — 210 — 210
(52.50) (52.50)
Intermittent — 73 7 80
(18.25) (1.75) (20.00)

TOTAL 90 283 27 400

(22.50) (70.75) (6.75) (100.00)

As per the factories Act, 1948 the owners are supposed to

given leave with pay to their workers, 1 day leave is given for 20
days work done in the organisation. The table reveals that earned

L 143
=
leave is not given to the workers in seasonal and intermitent units. n

The earned leave is given to the workers in perennial units. The

actual leave is not given to them. In other units neither leave is
given nor payment of leave day is given.

The information regarding maternity benefit given to the

tobacco workers in diffemet types of units in Nipani is presented in
Table 9.3.

TABLE - 9.3

TYPE OF INDUSTRY BY MATERNITY BENEFIT

Type of Maternity Benefits Total

Industry Yes No

Perennial no • _
110
(27.50) (27.50)
Seasonal —
210 210
(52.50) (52.50)
Intermittent —
80 80
(20.00) (20.00)

TOTAL 110 290 400

(27.50) (72.50) (100.00)

The maternity leave for 12 weeks should be given to the

women who completes minimum 160 days in a calender year, and
other benefits should also be given to them. This table reveals that
the maternity leave is given to the women workers in perennial
units. But the women working in seasonal and intermitent units are
not given maternity leave. Probably the reason may be due to the
condition of minimum of 160 days to be worked in the calender
year to become eligible to claim the. benefit. The workers are
unable to complete 160 days in a calender year because of non­
availability of work regularly in intermitent units and due to
absenteeism and short period of season in seasonal units.

144
 The Table 9.4 illustrates the awareness of the workers regarding
interest on their provident fund amount.

TABLE - 9.4
LENGTH OF SERVICE BY AWARNESS OF WOMEN WORK­
ERS REGARDING PROVIDENT FUND INTEREST

Length of Awareness Regarding PF Interest Total

Service Aware Not Aware

upto5 15 15
(3.75) (3.75)
6 -10 90 90
(22.50) (22.50)
11 -15 220 220
•
- (55.00) (55.00)
16 - 20 15 60 75
(3.75) (15.00) (18.75)

TOTAL 15 385 400

(3.75) (96.25) (100.00)

The provident fund is a social security to the employees and it

is given to the workers at the time of retirement or leaving the job.
The workers are aware that they are to retire from the service
some day, therefore, normally they calculate the balance amount or
life earnings for their retired life. Considering the general tendency,
it is expected that the workers must be aware about P. F. and its
interest on it. But this table illustrates that almost all the women
workers are not aware about how much interest is given to them
on P. F. amount, though majority of them have put in more, than
10 years service. This may be due to their illiteracy and ignorance.
r The table 9.5 depicts the knowledge of workers regarding Trade
Unions Act.
HI
TABLE 9.5
KNOWLEDGE REGARDING TRADE UNIONS ACT

Knowledge No, of respondents Percentages

Little 60 (15.00)

Sufficient — —

No knowledge 321 (80.25)

Don’t know 19 (4.75)

TOTAL 400 (100.00%)

Almost all the tobacco workers are the members of trade union.
They attend the meeting of trade union. They attend the meeting
of union and particiate in activities and functions organised by the
union. Despite of it, these workers are not aware regarding the
main provisions of Trade Union Act. it seems that lack of intrest
and education is the main reason for their unawareness.

146
r The Table 9.6 shows wether there are works committees
tobacco processing units in Nipani.
n
TABLE - 9.6
WORKS COMMITTEE

Works Committee No. of Respondents Percentages

Yes — —

No 90 (22.50)

Don't know 310 (77.50)

TOTAL 400 (100.00%)

The industries have to constitute works committee wherein 100

or more workers are employed. In most of the tobacco units, there
are more than 100 workers. Despite of it, the works committees
have not been constituted. It seems that the unions and the workers
have not emphasised for constituting works committees. Morever,
majority of the workers don't know about constituting works
committees.
r The Table 9.7 shows whether the male and female workers are
paid equal pay for the same work.
n
TABLE - 9.7
REMUNERATION TO MALE AND FEMALE EMPLOYEES

Remuneration No. of Respondents Percentages

Equal 31 (7.75)

Not Equal 350 (87.50)

Don't know 19 (4.75)

TOTAL 400 (100.00)

The nature of work done -by male and female workers in

tobacco units is the same but the equal remuneration or payment
is not given to the male and female workers in all the units in
Nipani tract, even though the equal remuneration Act is applicable
to the industry.The males are paid Rs. 30/- and females are paid
Rs. 22.50 per day.

148
r The Table 9.8 shows the suggestions of the workers regarding
labour laws.
HI
TABLE - 9.8
SUGGESTIONS REGARDING LABOUR LAWS

Suggestions No. of respondents Percentages

Labour laws should be 251 (62.75)

implemented thoroughly.

Wage Slips should be 85 (21.25)

issued.

No suggestions 64 (16.00)

TOTAL 400 (100.00)

It appears that the workers are aware that the labour laws have
not been implemented thoroughly in tobacco processing units in
Nipani. Therefore, majority of them have recorded suggestion that
labour laws should be implemented throughly, and wage slips
should be issued to the workers. The suggestions recorded by the
workers are reasonable.

149
 REFERENCE
1. V. P. Shintre, "Handbook of Labour Laws", Vidyarthi Graha
Prakashan", Pune, 1988.

2. M. R. Achar, "Labour Rules in Karnataka", Volum I & II, Shri

Vidya Printers, 174, 1st Main Road, Seshadripuram, Bangalore
- 560 020, 1976.

3. V. Subramanium, "Labour Laws Applicable to Commercial

Establishment In Karnataka State" Volume - II, Madras Book
Agency, 88, Tirumangalam Road, Villiwakkam, Madras - 600 049.

4. Dr. M. S. Makandar, "Bidi Workers in Nipani : A Sociological

Study," (Unpublished Ph. D. Thesis), Shivaji Universtiy, Kolhapur,
1983.

150