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Employee welfare

A PROJECT REPORT ON EMPLOYEE WELFARE AT THE FERTILISERS AND CHEMICALS TRAVANCORE LTD.
SUBMITTED TO

THE MG UNIVERSITY IN PARTIAL FULFILLMENT OF BACHELOR OF BUSINESS ADMINISTRATION (BBA) SUBMITTED BY ARUN S.R Reg.No.SDAA09143719

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Employee welfare

K.M.M COLLEGE OF ARTS AND SCIENCE (2009-2012) CONTENTS


Sl No 1 CHAPTERS Common Introduction 1.Statement of the problem 2.Scope 3.Objectives 4.Limitations Page No

2 3

Literature Review Industrial Profile Company Profile

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4 5 6

Research Methodology Data Analysis And Interpretation Findings and conclusions

LIST OF TABLES AND FIGURES


Sl.No 1. 2. 3. 4. 5. 6. 7. 8. 9. TITLE Gender of the employees Marital status of the employees Work experience Satisfaction with welfare measures Rest room facility Safety in working environment Satisfaction with working shifts Recreational facilities 70 71 72 73 74 75 76 78
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Pg.no

Training and development programme 77

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Employee welfare 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. Educational assistance provision to employees children Salary payment Travelling facilities Bonus payment scheme Medical and Health facilities Treatment by managers Rate of job Organisation working hours Canteen facilities Incentives for extra-work 80 81 82 83 84 85 86 87 88 79

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INTRODUCTION

Introduction
Employee Welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way which evens a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance. The workers in industry cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employers have also
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realized the importance of their role in providing these extra amenities. And yet, they are not always able to fulfill workers demands however reasonable they might be. They are primarily concerned with the viability of the enterprise. Employee welfare, though it has been proved to contribute to efficiency in production, is expensive. Each employer depending on his priorities gives varying degrees of importance to labour welfare. It is because the government is not sure that all employers are progressive minded and will provide basic welfare measures that it introduces statutory legislation from time to time to bring about some measures of uniformity in the basic amenities available to industrial workers. After employees have been hired, trained and remunerated, they need to be retained and maintained to serve the organization better. Welfare facilities are designed to take care of the wellbeing of the employees, they do not generally result in any monetary benefit to the employees. No rare these facilities provided by employers alone. Governmental and non-governmental agencies and trade unions too, contribute towards employee welfare. Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes the life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. Welfare measures may also be provided by the
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government, trade unions and non-government agencies in addition to the employer. The basic purpose of employee welfare is to enrich the life of the employees and keep them happy and contended. Employee welfare today has become a very controversial topic. It covers a very broad field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning full ideas which have been evolved about it so far. The term welfare suggest many ideas, meanings and connotations, such as the state of well-belling, health, happiness, prosperity and the development of human resources. The concept of welfare can be approached from various angles. Welfare has been described as a total concept. It is a desirable state of existence involving for certain components of welfare, such a health, food, clothing, and housing, medical assistance, insurance, education, recreation. Job security, and so on. The word employee means any productivity activity. In a broader sense, therefore, the phrase employee welfare means the adoption of measures to promote the physical, social, psychological and general well being of the working population. Welfare work in any industry aims, or should aim, at improving the working and living conditions of workers and their families. The concept of employee welfare originates in the desire for a humanitarian approach to the sufferings of the working class. Later, it becomes a utilitarian philosophy which worked as a motivating force for labour and for those who were interested in it.
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Employee welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance.
Efforts

to make life worth living for worker The oxford

dictionary Concept of Employee welfare The concept of labour welfare is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, the general socioeconomic development of the people and the political ideologies prevailing at a particular time . It is also molded according to the age-groups, socio-cultural background, marital and economic status and educational level of the workers in various industries In its broad connotation, the term welfare refers to a state of living of an individual or group in a desirable relationship with total environment ecological, economic, and social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State which is applicable in the plant. The concept of social welfare, in its narrow contours, has been equated with economic welfare. As these goals are not always be realized by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialization process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare.
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In its broad connotation, the term welfare refers to a state of living of an individual or group in desirable relationship with total environment ecological, economic, and social. Concept dually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State. The concept of social welfare, in its narrow contours, has been equated with economic welfare. Pigou defined it as that part of general welfare which can be brought directly or indirectly into relations with the measuring rod of money (Pigou, 1962). According to Willensky and Labeaux, social welfare alludes to those formally organized and socially sponsored institutions, agencies and programmes which function to maintain or improve the economic conditions, health or interpersonal competence of some parts or all of a population (Willensky and Labeaux, 1918). As these goals may not always be realized by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialization process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare. An early study under the UN observed as follows in our opinion most underdeveloped countries are in the situation that investment in people is likely to prove as productive, in the purely material sense, as any investment in material resources and in many cases, investment in people would lead to a greater increase of the flow of goods and services than would follow upon any comparable investment in material capital. The theory that welfare expenditure, especially expenditure on health and education, is productive
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investment has led to the view that workers could work more productively if they were given a fair deal both at the work place and in the community. The concept of labour welfare has received inspiration from the concepts of democracy and welfare state. Democracy does not simply denote a form of government; it is rather a way of life based on certain values such as equal rights and privileges for all. The operation of welfare services, in actual practice, brings to bear on it different reflections representing the broad cultural and social conditions. In short, labour welfare is the voluntary efforts of the employers to establish, within the existing industrial system, working and sometimes living and cultural conditions of the employees beyond what is required by law, the custom of the industry and the conditions of the market The constituents of labour welfare included working hours, working conditions, safety, industrial health insurance, workmens compensation, provident funds, gratuity, pensions, protection against indebtedness, industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers education, cooperative stores, excursions, playgrounds, and scholarships and other help for education of employees children.

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STATEMENT OF THE PROBLEM


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

SCOPE OF THE STUDY


The study covers 50 respondents of workers. The study of Employee welfare covers weather the company providing welfare schemes to the workers, the hygienic is maintained by the company and weather the company maintaining the safety precautions or not. The focus of the study is confined to one organization Fertilizers And Chemicals Travancore LTD Udyogamandal FACT. It help to understand the workers atmosphere at the work place and helps the company to check if the existing schemes are providing good facilities to workers or not. Employee welfare is by its very nature must necessarily be elastic, bearing a somewhat interpretation in their company according to the different social customers, the degree of industrialization and the education

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development of the workers. The management has to be elastic

prerequisites of the life, and the minimum basic amenities. It may include not only minimum basic standard of hygienic and safety but also laid down in general labour legislation

OBJECTIVES OF THE STUDY


PRIMARY OBJECTIVE

To know about the Employee welfare measures being implemented in Fertilizers And Chemicals Travancore LTD Udyogamandal FACT.

SECONDARY OBJECTIVE
1. 2. 3. To know about the awareness of statutory welfare measures in company. To know about the workers expectations on welfare measures. To know about the satisfaction level of workers on welfare measures.

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LIMITATIONS

My study confines to welfare, Health and safety aspects of fact Efforts are made to collect the true information as far as possible without resorting to any guess work. In case of sensitive information in nature, direct personal interviews are conducted in order to glue as much information as possible. Few of the employees were a little bit hesitant to answer the questions this might have deviated the findings at least to some extent. Due to time constraints study was limited to a part of the employees, which in turn may reflect the overall attitude of the employees.

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LITERATURE REVIEW

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Definition of Employee Welfare


Labour welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance.
Efforts

to make life worth living for worker The oxford

dictionary The voluntary effort of the employers to establish, within the existing industrial system, working and sometimes living and cultural conditions of the employees beyond what is required by law, the customs of the industry and the conditions of the market

According to Encyclopedia of social sciences


Some of the social scientists have noted that the problems of our contemporary civilization are most marked in highly industrialized societies. It influences on the humans social and psychological distresss to
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avoid the distress. Some of the framers introduced the welfare programmers and the activities must be necessary to human to make him happy. This welfare approach has become necessary because of the social problems that have emerged as a result of industrialization in capitalistic settings. After the abolition of slavery in 1833 the British colonies started importing Indian labour. Labour welfare activity was largely controlled by legislation, the earliest act being the apprentices Act of 1850, the next act was fatal accidents act of 1853, provide compensation to the workmen families who lost their lives as a result of any actionable wrong. And the merchant shipping act 1859 providing health, accommodation and protection to the employment of the seamen. To improving the working conditions of the labour they enact the workmens breach of contract act, 1859 and the employers and workmens (disputes) act 1868. The first Indian factories act was set up in 1881, which mark the beginning of a series of labour laws which brought about the improvement in the working conditions of the workers who works in the Bombay textile mills. The recommendations of the international labour conference in 1890, held in Berlin, exercise a considerable influence on labour legislation in India. Under pressure from labour, the Bombay textile mill owners decided to declare Sunday a day of rest. To make development and implement the mentioned below, the government of India, on the advice of a special commission, passed the Indian factories act of 1891, which was a being advance over the act of 1891. Its main provisions were: 1) It applied to all factories employing 50 persons or more. It could he extended to factories employing 20 persons.
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2) A mid day break of half an hour was made compulsory. 3) A weekly off day was prescribed. 4) Women were allowed to work for maximum of 11 hours with a break of 1 hours. 5) The lower and higher age limit of children employed in factories was respectively raised to 9 and 14. They were allowed to work only in the day time and for not more the 7 hours a day. 6) Local governments were empowered to make rules regarding sanitation and other amenities for workers 7) Provision was made for inspection and penalties for breach of any provision of factory act.

At the time first world war, in1919 International Labour Organization (ILO) was set up. In the year of 1934 the Royal Commission gave priority to the labours safety, health and ventilation. At the time of Second World War in 1939 the total number of workers in India in 1,75,000 members. The government actively promoted welfare activities like providing the minimum wages, crches, ambulance rooms, canteens etc., started making their appearance on the industrial sense. After Independence the Factories Act 1947 replaced all the provisions which are
i)

provisions regarding safety-guarding of machines.

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ii) iii) iv) v) vi) vii)

drinking water. provisions regarding health and cleanliness. washing and latrine facilities. lunch rooms and rest rooms. sitting arrangements. first aid and dispensary facilities in all factories employing more than 500 workmen. crches where more than 50 more women are employed. welfare officer where more than 500 workmen are employed. provision of spittoons. holidays with wages at the rate of one day for every 20 days worked, weekly hours 48 for adults and 27 for younger persons. regulations regarding young persons. rate of payment for overtime work. rest for half an hour maximum of 5 hours of work. number of hours work and weekly holidays. In our country also introduced some of the welfare amenities had

viii) ix) x)

xi)
xii) xiii) xiv) xv) xvi)

been provided to the industrial labour through the Indian constitution. Concomitantly labour welfare in India has gained in importance. Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employers own initiative.

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OBJECTIVES OF EMPLOYEE WELFARE


To give expression to philanthropic and paternalistic feelings. To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment more effective (because these benefits add to job appeal).

Employee relations. An organization's director of industrial relations forms labour policy, oversees industrial labour relations, negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with employees. The director of industrial relations also advises and collaborates with the director of human resources, other managers, and members of their staffs, because all aspects of human resources policysuch as wages, benefits,
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pensions, and work practicesmay be involved in drawing up a new or revised work rules that comply with a union contract. Labour relations managers and their staffs implement industrial labour relations programs. Labour relations specialists prepare information for management to use during collective bargaining agreement negotiations, a process that requires the specialist to be familiar with economic and wage data and to have extensive knowledge of labour law and collective bargaining procedures. The labour relations staff interprets and administers the contract with respect to grievances, wages and salaries, employee welfare, healthcare, pensions, union and management practices, and other contractual stipulations. In the absence of a union, industrial relations personnel may work with employees individually or with employee association representatives. Dispute resolutionattaining tacit or contractual agreementshas become increasingly significant as parties to a dispute attempt to avoid costly litigation, strikes, or other disruptions. Dispute resolution also has become more complex, involving employees, management, unions, other firms, and government agencies. Specialists involved in dispute resolution must be highly knowledgeable and experienced, and often report to the director of industrial relations. Mediators advice and counsel labour and management to prevent and, when necessary, resolve disputes over labour agreements or other labour relations issues. Arbitrators, occasionally called umpires or referees, decide disputes that bind both labour and management to specific terms and conditions of labour contracts. Labour relations specialists who work for unions perform many of the same functions on behalf of the union and its members.
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Other emerging specialties in human resources include international human resources managers, who handle human resources issues related to a company's overseas operations and human resources information system specialists, who develop and apply computer programs to process human resources information, match jobseekers with job openings, and handle other human resources matters; and total compensation or total rewards specialists, who determine an appropriate mix of compensation, benefits, and incentives. Work environment. Human resources personnel usually work in clean, pleasant, and comfortable office settings. Arbitrators and mediators many of whom work independently may work out of home offices. Although most human resources, training, and labour relations managers and specialists work in the office, some travel extensively. For example, recruiters regularly attend professional meetings, participate in job fairs, and visit college campuses to interview prospective employees. Arbitrators and mediators often must travel to the site chosen for negotiations. Trainers and other specialists may travel to regional, satellite, or international offices of a company to meet with employees who work outside of the main corporate office. Many human resources, training, and labour relations managers and specialists work a standard 40-hour week. However, longer hours might be necessary for some workersfor example, labour relations managers and specialists, arbitrators, and mediators when contract agreements or dispute resolutions are being negotiated.

FEATURES OF EMPLOYEE WELFARE


The features of employee welfare are: *Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment.
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* The basic purpose in to improve the lot of the working class. * Employee welfare is a dynamic concept. * Employee welfare measures are also known as fringe benefits and services. * Welfare measures may be both voluntary and statutory.

Principles of Employee Welfare Service


Following are generally given as the principles to be followed in setting up a employee welfare service: The service should satisfy real needs of the workers. This means that the manager must first determine what the employees real needs are with the active participation of workers.

The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. This is known as the cafeteria approach. Such an approach individualizes the benefit system though it may be difficult to operate and administer.

The employer should not assume a benevolent posture. The cost of the service should be calculated and its financing established on a sound basis. There should be periodical assessment or evaluation of the service and necessary timely on the basis of feedback.

TYPES OF WELFARE SERVICES


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The types of welfare services are as follows

Intramural: - These are provided within the organization like:


1. Canteen, 2. Rest rooms, 3.Crches, 4. Uniform etc.

Extramural: - These are provided outside the


organization, like 1. Housing. 2. Education. 3. Child welfare. 4. Leave travel facilities. 5. Interest free loans. 6. Workers cooperative stores. 7. Vocational guidance etc.

EMPLOYEE PROTECTION AND WELFARE


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Employee welfare Statutory Welfare Measures


The preamble to our Indian Constitution promises justice - social, economic and political. It also stresses Equality of status and of opportunity. Article 23 of the Constitution prohibits traffic inhuman beings and forced labour. Article 24 prohibits employment of children in factories. The article 38 and 39 spelt under Directive Principles of State Policy are now enforceable as per the dictums laid by our Supreme Court. Constitution of India, Article 38: State to secure a social order for the promotion of welfare of the people: The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of the national life. The State shall, in particular, strive to minimize the inequalities in income, and endeavor to eliminate inequalities in status, facilities and opportunities, not only amongst individuals but also amongst groups of people residing in different areas or engaged in different vocations.

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Constitution of India, Article 39: Certain principles of policy to be followed by the State. - The State shall, in particular, direct its policy towards securing That the citizens, men and women equally, have the right to an adequate means to livelihood; That the ownership and control of the material resources of the community are so distributed as best to sub serve the common good; That the operation of the economic system does not result in the concentration of Wealth and means of production to the common detriment ; That there is equal pay for equal work for both men and women;

That the health and strength of workers, men and women, and the tender age of Children are not abused and that citizens are not forced by economic necessity to enter avocations unsuited to their age or strength

Those children are given opportunities and facilities to develop in a healthy manner and in conditions of freedom and dignity and that childhood and youth are protected against exploitation and against moral and material abandonment.

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Employee welfare Non Statutory Measures


Many non statutory welfare schemes may include the following schemes:
1.

Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up

2.

Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs

3.

Employee Assistance Programs: Various assistant programs are arranged like external counselling service so that employees or members of their immediate family can get counselling on various matters.

4.

Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

5.

Maternity and Adoption Leave : Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

6.

Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

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Employee Referral Scheme:


In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. Through social security and social justice are spelt in our Constitution, they are never put into practice thanks to our Executives who only pretend to implement the programmes of the State. Some of the important Statutory Welfare measures given by the government are as follows: (i) The Factories Act of 1948 (ii) The Employees State Insurance Act 1948 (iii) The payment of Wages Act 1936 (iv) The Workmen's Compensation Act 1923 (v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952. (vi) The Payment of Gratuity Act, 1962 (vii) The Maternity Benefit Act, 1961

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FACTORIES ACT OF 1948


Purpose of this Act:
An act to consolidate and amend the law regulating labour in factories. The Factories Act is meant to provide protection to the workers from being exploited by the greedy business employments and provides for the improvement of working conditions within the factory premises. The main function of this act is to look after the welfare of the workers, to protect the workers from exploitations and unhygienic working conditions, to provide safety measures and to ensure social justice. Sections 11 to 20 of the Factories Act deal about Health.

HEALTH
Section 11: Cleanliness Section 12: Disposal of wastes and effluents Section 13: Providing proper ventilation and maintaining proper temperature Section 14: Removal of Dust and fume Section 15: Providing artificial humidification

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Section 16: No Overcrowding Section 17: Proper Lighting Section 18: Providing pure Drinking water Section 19: Providing Latrines and urinals Section 20: Providing Spittoon

Drinking Water: At all the working places safe hygienic drinking water should be provided.

Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

Toilet Facilities: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and some are to be maintained in a hygienic condition.

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Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

Fire Extinguishers: Company should provide sufficient number of extinguishers to safe guard the employees.

SAFETY
Section 21: Proper Fencing of machinery Section 22: Precautions - Work on or near machinery in motion Section 23: No Employment of young persons on dangerous machines Section 24: Providing Striking gear and devices for cutting off power Section 25: Precautions near Self-acting machines Section 26: Casing of new machinery
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Section 27: Prohibition of employment of women and children near cotton openers Section 28: Providing Hoists and lifts Section 29: Provision for Lifting machines, chains, ropes and lifting tackles. Section 30: Protection near revolving machinery Section 31: Section 32: Section 33: floors, etc. Section 34: Section 35: Section 36: Section 36A: Section 37: Section 38: Section 39: stability Section 40: Section 40A: Safety of buildings and machinery. Maintenance of buildings
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Protection near Pressure plant Provision for Floors, stairs and means of access Providing and precautions near Pits, sumps openings in

No Excessive weights Protection of eyes Precautions against dangerous fumes, gases, etc Precautions regarding the use of portable electric light Explosive or inflammable dust, gas etc. Precautions in case of fire Power to require specifications of defective parts or tests of

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Section 40B: Appointment of Safety Officers

Safety of Employees

Fencing of machinery:

All dangerous and moving parts of

machinery shall be securely fenced. Screws, bolts and teeth shall be completely encased to prevent danger.

Work on or near machinery in motion: Lubrication or other adjusting operation on moving machinery shall be done only by a specially trained adult male worker.

Employment of young persons on dangerous machines: No young person shall be allowed to work on any dangerous machine (so prescribed by the state government) unless he is sufficiently trained or is working under the supervision of knowledgeable person.

Device for cutting off power: Suitable device for cutting of power in emergencies shall be provided. Hoists and lifts: These shall be made of good material and strength, thoroughly examined at least once in every six months and suitably protected to prevent any person or thing from being trapped.

WELFARE
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Section 42: Providing Washing facilities Section 43: Providing Facilities for storing and drying clothing Section 44: Providing Facilities for sitting Section 45: First-aid appliances to be kept. Section 46: Canteens at subsidized rates. Section 47: Shelters, rest rooms and lunch rooms for workmen. Section 48: Crches for babies of working women. Section 49: Appointment of Welfare officers. It is the duty of the Chief Inspector of Factories to ensure enforcement of all the above Provisions of the Factories Act in respect of safety, health and welfare of employees.

Employee Welfare Officer


Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) (ii) a university degree; degree or diploma in social service or social work or social welfare from a recognized institution;

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(iii)

adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated.

Supervision

Counselling workers Advising management Establishing liaison with workers working with management and workers to improve productivity. working with outside public to secure proper enforcement of various acts.

Welfare of Employee
Chapter V of the factories Act contains provisions about the welfare of employees. These are as follows: There shall be separate and adequately screened washing facilities for the use of male and female employees. There shall be suitable places provided for clothing not worn during working hours and for the dying of wet clothing.
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There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to work in a standing position. There shall be provided the required number of first-aid boxes or cupboard (at the rate of one for every 150 workers) equipped with the prescribed contents readily available during the working hours of the factory.

The State Government may make rules requiring that in any specified factory employing more than 250 employees a canteen shall be provided and maintained by the occupier for the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if the number of employees ordinarily employed is more than 150.

THE WORKMEN'S COMPENSATION ACT 1923


Purpose of the Act:
An Act to provide for the payment of certain classes of employers to their workmen of compensation for injury by accident. The workmen's compensation Act1923 is one of the earliest pieces of labour legislation. This act encompasses all cases of accidents arising out of and in course of employment. The rate of Compensation to be paid in a lump sum is determined by a schedule provided in the act proportionate to the extent of injury and the loss of earning capacity. The younger the age of the worker and higher the wage the greater is the compensation. The Act provides the
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formula for calculating the compensation. The injured person can claim compensation and in the case of death, the compensation is claimed by dependents of the deceased. This law applies to the organized as well as unorganized sectors that are not covered by the E.S.I. scheme. The following definitions and the sections of law are presented for the students to take note of them.

Administration: The act is administered by the State Governments which appoint Commissioners for this purpose under Sec.20 of the Act. Benefits: Under the Act, compensation is payable by the employer to workman for all personal injuries caused to him by accident arising out of and in the course of his employment which disable him for more than 3 days. If the workman dies, the compensation is to be paid to his dependants. The Act distinguishes among three types of injuries: permanent total disablement, permanent partial disablement and temporary disablement. The amount of compensation to be paid on the death or disablement of workman is given in Fourth Schedule of the Act and varies according to his wages, the type of injury and age. It is an obligation upon the employer to make the payment of compensation within one month from the date on which it falls due.
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Sources of Funds: All compensation under the act is payable by the employer.

THE PAYMENT OF WAGES ACT


The Payment of Wages Act was enacted as early as 1936 during the colonial rule. The Purpose of this act is to regulate payment of wages. This insists on the payment of wages by the seventh day or the tenth day of the succeeding month and in case of weekly payment the last day of the week.

Section 3: Responsibility for payment of wages. Every employer shall be responsible for the payment to person employed by him of all wages required to be paid under this Act. Provided that, in the case of persons employed (otherwise than by a contractor) In factories, if a person has been named as the manager of the factory under Clause of sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948) In industrial or other establishments, if there is a person responsible to the Employer for the supervision and control of the industrial or other establishments Upon railways (otherwise that in factories), if the employer is the railway administration and the railway administration has

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nominated a person in this behalf for the local area concerned, the person so named, the person so responsible to the employer, or the person so nominated, as the case may be (shall also be responsible) for such payment. Section 4: Fixation of wage-periods Every person responsible for the payment of wages under section 3 shall fix periods (in this Act referred to as wage-periods) in respect of which such wages shall be payable. No wage-period shall exceed one month. Section 5: Time of payment of wages (1) The wages of every person employed upon or in Any railway, factory or {industrial or other establishment} upon or in which less than one thousand persons are employed, shall be paid before the expiry of the seventh day.

Any other railway, factory or {industrial or other establishment}, shall be paid before the expiry of the tenth day, after the last day of the wage-period in respect of which the wages are payable

(2) Where the employment of any person is terminated by or on behalf of the employer, the wages, earned by him shall be paid before the expiry of the second working day from the day on which his employment is terminated. (3) The State Government may, by general or special order, exempt, to such extent and subject to such conditions as may be specified in the order,
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the person responsible for the payment of wages to persons employed upon any railway (otherwise than in a factory) from the operation of this section in respect of the wages of any such persons or class of such persons. (4) Save as otherwise provided in sub-section (2), all payments of wages shall be Made on a working day.

THE EMPLOYEES PROVIDENT FUND ACT 1952


The purpose of this Act:
An Act to provide for the institution of Provident Funds, pension funds and deposit linked fund for employees in factories and other establishments. Contributions of 10% of the wages are paid by the employer and another 10% by the employees. This amount is deposited with the government which pays an interest. This Act also now has provisions for pension scheme.

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The employees Provident Funds, Pension and Insurance Schemes framed under the Act are administered by a tripartite Central Board of trustee, consisting of representatives of employers and employees and persons nominated by the Central and State Governments.

Benefits:
The act has made schemes for 3 types of benefits, provident fund, family pension and deposit linked insurance. Family pension is payable to the widow or widower up to the date of death or re-marriage whichever is earlier. In the absence of the widow or the widower it is payable to the eldest surviving unmarried daughter until she attains the age of 21 years or marries whichever is earlier. The dependents of the employee also receive an additional amount known as the deposit linked insurance which is equivalent to the average balance lying to the credit of the employee on his provident fund during the preceding 3 years, subject to a maximum of Rs 10000 provided that such employee has kept a minimum average balance of Rs. 1000 in the provident fund.

Source of Funds:
Here both the employer and the employee are required to contribute the provident fund every month at 8.33% of the basic wages, dearness allowance and retaining allowance. An employee can make a larger contribution up to 10% but there is no compulsion for the employer to make a matching contribution.
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THE PAYMENT OF GRATUITY ACT, 1972


Purpose of the Act:
An act to provide for scheme for the payment of gratuity to employees engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other establishments and matters connected therewith or incidental thereto. Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years. (a) On his superannuation (b) On his retirement or resignation (c) On his death or disablement For every completed year of service or part thereof in excess of six months the employer shall pay gratuity to an employee at the rate of 15 days wages based on the rate of wages last drawn by the employee concerned.

Section 4: Payment of gratuity


(1) Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years: (a) On his superannuation, or
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(b) On his retirement or resignation, or (c) On his death or disablement due to accident or disease; Provided that the completion of continuous service of five years shall not be necessary where the termination of the employment of any employee is due to death or disablement; provided further that in the case of death of the employee, gratuity payable to him shall be paid to his nominee or, if no nomination has been made, to his heirs, and where any such nominees or heirs is a minor, the share of such minor, shall be deposited with the controlling authority who shall invest the same for the benefit of such minor in such bank or other financial institution, as may be prescribed, until such minor attains majority. (2) For every completed year of service or part thereof in excess of six months, the employer shall pay gratuity to an employee at the rate of fifteen days' wages based on the rate of wages last drawn by the employee concerned; provided that in the case of a piece-rated employee, daily wages shall be computed on the average of the total wages received by him for a period of three months immediately preceding the termination of his employment, and, for the purpose, the wages paid for any overtime work shall not be taken into account; provided further that that in the case of {an employee who is employed in a seasonal establishment and who is not so employed throughout the Year} the employer shall pay the gratuity at the rate of seven days' wages for each season.

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(3) The amount of gratuity payable to an employee shall not exceed {three lakhs and fifty thousand} rupees. (4) For the purpose of computing the gratuity payable to an employee who is employed, after his disablement, on reduced wages, his wages for the period preceding his disablement shall be taken to be the wages received by him during that period, and his wages for the period subsequent to his disablement shall be taken to be the wages as so reduced. (5) Nothing in this section shall affect the right of an employee to receive better terms of gratuity under any award or agreement or contract with the employer. (6) Notwithstanding anything contained in sub-section (a) The gratuity of an employee, whose services have been terminated for any act, willful omission or negligence causing any damage or loss to, or destruction of, property belonging to the employer 'shall be forfeited to the extent of the damage or loss so caused. (b) The gratuity payable to an employee {may be wholly or partially forfeited} (i) If the services of such employee have been terminated for his riotous or disorderly conduct or any other act of violence on his part, or (ii) If the services of such employee have been terminated for any act which constitutes an offence involving moral turpitude, provided that such offence is committed by him in the course of his employment.

THE MATERNITY BENEFIT ACT, 1961


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An Act to regulate the employment of women in certain establishments for certain period before and after child-birth and to provide for maternity benefit and certain other benefits.

Section 4: Employment of or work by, women, prohibited during certain periods


(1) No employer shall knowingly employ a woman in any establishment during the six weeks immediately following the day of her delivery, (miscarriage or medical termination of pregnancy). (2) No women shall work in any establishment during the six weeks immediately following the day of her delivery (miscarriage or medical termination of pregnancy). (3) Without prejudice to the provisions of section 6, no pregnant women hall, on a request being made by her in his behalf, is required by her employer to do during the period specified in subsection (4) Any work which is of an arduous nature or which involves long hours of standing, or which in any way is likely to interfere with her pregnancy or the normal development of the foetus, or is likely to cause her miscarriage or otherwise to adversely after her health. (4) The period referred to in sub-section (3) shall be (a) The period of one month immediately proceeding the period of six weeks, before the date of here expected delivery;

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(b) Any period during the staid period of six weeks for which the pregnant woman does not avail of leave of absence under section 6.

Section 5: Right to payment of maternity benefits:


(1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence, that is to say, the period immediately preceding the day of her delivery, the actual day of her delivery and any period immediately following that day. (2) No woman shall be entitled to maternity benefit unless she has actually worked in an Establishment of the employer from whom she claims maternity benefit, for a period of not less than {eighty days} in the twelve months immediately preceding the date of her expected delivery. Provided that the qualifying period of {eighty days} aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration. (3) The maximum period for which any woman shall be entitled to maternity benefit shall be twelve weeks of which not more than six weeks shall precede the date of her expected delivery. Provided that where a woman dies during this period, the maternity benefit shall be payable only for the days up to and including the day of her death ; Provided further that where a woman, having been delivered of a child, dies during her delivery or during the period immediately following the date other delivery for which she is entitled for the maternity benefit, leaving behind in either case the child, the employer shall be liable for the maternity benefit for that
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entire period but if the child also Dies during the staid period, then, for the days up to and including the date of the death of the child.

EMPLOYEES STATE INSURANCE ACT 1948


Purpose of the Act:
This Act covers all workers whose wages do not exceed Rs 1600 per month and who are working in factories, other than seasonal factories, run with power and employing 20 or more workers. The coverage can be extended by the State Government with the approval of the Central Government.

Administration:
The Act is administered by the E.S.I Corporation, an autonomous body consisting of representatives of the Central and State Governments, employers, employees, medical profession and Parliament.

Benefits:
The Act, which provides for a system of compulsory insurance, is a landmark in the history of social security legislation in India. An insured person is entitled to receive the following types of benefits:

Medical Benefit Maternity Benefit Disablement benefit Dependants Benefit Funeral benefit
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Sickness Benefit

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Sources of Funds:
The Act provides for the setting up of the Employees State Insurance fund from the contributors received from employers and employees and various grants, donations and gifts received from Central or State Governments, local authorities and individuals. The rate of employers contribution is 5% of the wage bill and that of the employees contribution is 2.25%.

VOLUNTARY WELFARE MEASURES


These are some of the voluntary welfare measures given by the employer to the employees. They are as follows:

Housing facilities Transportation facilities Medical facilities Cultural facilities Recreation facilities Consumers co-operative society Loans and various advances Leave travel concession Gifts to the employees holiday games
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Labour welfare fund Vehicle stand for parking Libraries Cafeterias

Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers. These include loans for purchasing houses and for educating children, leave travel concession, fair price shops for essential commodities and loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work


Chief inspector of Factories:

It is the duty of the Chief inspector of factories (who generally works under the administrative control of the labour commissioner in each state) to ensure enforcement of various provisions of Factories Act i8n respect of safety, health and welfare of workers.

Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper implementation of the Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and others concerned with the well being of industrial labour and to stimulate interest in the application of the principles of industrial safety, health and welfare.
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National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national body with the objective of generating developing and sustaining an movement of safety awareness at the national level.

Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical installation and machinery provided in the mines and determines the thickness of barriers of 2 adjacent mines in order to prevent spread of fire and danger of inundation.

Appraisal of Welfare Services


1. One of the main obstacles in the effective enforcement of the welfare provisions of the Factories Act has been the quantitative and qualitative inadequacy of the inspection staff. 2. At present, a labour welfare officer is not able to enforce laws independently because he has to work under the pressure of management. 3. Women workers do not make use of the crche facilities either because they are dissuaded by the management to bring their children with them or because they have to face transport difficulties.

National Commission on Employee Recommendations


1. The statutory provisions on safety are adequate for the time being effective enforcement is the current need.
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2. Every fatal accident should thoroughly be enquired into and given wide publicity among workers. 3. Employers should play a more concerted role in safety and accident prevention programmes and in arousing safety consciousness. 4. Safety should become a habit with the employers and workers instead of remaining a mere ritual as at present. 5. Unions should take at least as much interest in safety promotion as they take in claims for higher wages.

SOCIAL SECURITY
The connotation of the term Social Security varies from country to country with different political ideologies. In socialist countries, the avowed goal is complete protection to every citizen form the cradle to the grave. There are some components of Social Security Medical care Sickness benefit Unemployment benefit Old-age benefit Employment injury benefit Family benefit Maternity benefit Invalidity benefit and Survivors benefit

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COMPANY PROFILE

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Fertilisers and Chemicals Travancore Ltd.( FACT)


Fertilisers and Chemicals Travancore LTD.(FACT) is a fertiliser and chemical manufacturing company in Kochi, Kerala, India. It is one of the largest chemical manufacturing facilities in Kerala and is also 14001 certified. The company has 3 production units Udyogamandal Division (UD), Cochin Division (CD) and Petrochemical Division (PD). The Caprolactam plant was commissioned in 1990. Main products of the company are Factomfos, Ultraphos, Ammonium Sulphate, Ammonium Phosphate, Caprolactum ,Sulphuric Acid, Ammonia and other complex fertilizers. Gypsum, Nitric acid and Soda ash are major byproducts.

History Of FACT
The factory commenced production of ammonium sulphate in 1947 at the dawn of Indian independence using wood as the raw material for production of ammonia. With the efflux of time, wood gasification became uneconomic and was replaced with naphtha reforming process. Through a series of expansion programmes, FACT soon became the producer of the widest range of fertilizers suited for all crops and all soil types in India. It became a Kerala State public sector enterprise in 1960 and in 1962, it came under the Government of India. Diversification to full-fledged engineering services(FEW)in the fertilizer field and allied areas followed. FACT soon turned out to be a name synonymous with fertilizers.The next major step forward was the diversification of petrochemicals, an important milestone in the growth of the company.
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From a single product fertilizer plant,the company has evolved into a multi product, multi divisional conglomerate today.

Background of FACT
In 1943The company was incorporated at Travancore. The company is a public sector undertaking by the Govt. of India. The main objects of the company is to manufacture fertilisers & chemicals. The products manufactured are ammonium sulphate, ammonium phosphate, super phosphate, ultrafos, NPX mixtures and anhydrouse ammonia, sulphuric acid, ammonium chloride, and sulphurdioxide. 1963,The company started its R&D centre to take imported activities. The Govt. approved the setting up of a new fertiliser factory at Cochin with capacity of 200,000 tonnes of ammonia. 1982,The company entered into an agreement with power gas corporation Ltd. U.K. for the exchange of technical knowhow developed by the company for the manufacture of ammonium sulphate from by-product gypsum obtained from the phosphoric acid plant.

1993 FACT (Cochin Division) won the FAI award for best environment protection of an operating complex fertiliser plant.

1994FACT (Cochin Division) also won the Jawaharlal Nehru Memorial Award for Excellence in Indian Industries. The Petrochemical Division was awarded the Certificate of Appreciation by the Kerala State Pollution Control Board. 1995The Consultancy Division of the Company has received international accreditation ISO 9001.
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1996 A 900 TPD Sulphuric Acid Plant is proposed to be set up at Ambalamedu to utilise the under-utilised capacity of the Phosphoric Acid Plant The Company won the Ever Rolling Trophy of the Cochin Town Official Language Implementation Committee for the 6th year in succession FACT was awarded the Indian Institution of Industrial Engineering award for performance excellence for the year

1997 The ammonia plant is set up with financial assistance from the Japanese Overseas Development Fund. Cochin Division was also awarded the National Safety Council's Award for Industrial Safety for safe handling of Ammonia and other raw materials at willingdon island . FACT proposal to set up two captive power plants has got a further boost with the Union government deciding to allow private sector to install power plant in the factory.

1998 The Company has entered into an MOU with the Union Government on its performance targets. 1999 The company had to set up a new ammonia plant following a High Court directive to decommission FACT's ammonia storage facility at Willingdon Island, Kochi. 2000 The Company has signed a tripartite agreement with CDSL and Cameo Corporate Ser. Ltd. 2001 Kerala's crisis-stricken public sector giant, Fertilisers and Chemicals Travancore Ltd (FACT) will have a new helmsman from within the organisation, TT Thomas, who was director (marketing) has been appointed acting chairman & managing director of the multi-division company headquartered at Udyogamandal. 2002 FACT has announced VRS for which 428 employees have opted for.FACT has informed BSE that Government of India, Ministry of Disinvestment has constituted an inter Ministerial Group for the purpose of disinvestment of 51% of stake of FACT. Shri.P.R.Balasubramanian has assumed the charge for the post of Chairman and Managing Director of Fertilisers and Chemical Travancore Ltd. FACT Employees Association, affiliated to Bharatiya
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Kamghar Sena said that the curruption by the management has resulted in financial crisis of the FACT.Government has invited Expression of Interest for the disinvestment of Fertilizers and Chemicals Travancore Ltd. 2003 Fertilisers and Chemicals Travancore Ltd., has closed down two of its plants at Cochin division due tofuel shortage. And has also issued orders to shut down its plants at Kochi and Udyagamandal division.Kochi Save Fact Action Committee has mooted a multi-stage co-operative society under MSCS Act 1984 to acquire Fertilisers and Chemicals Travancore Ltd.The employees have initiated a snap strike as they were beaten up by the police and CISF.IFFCO Managing Director Mr.Uday Shankar Awasthy visited FACT and has given positive response on the hopes of revival of the company. 2004 With the January 10 deadline approaching and response to the VRS offer very poor, the management of Fertilisers and Chemicals Travancore (FACT) is considering diluting the conditions and introducing leave encashment to attract more workers. Shri S Balan, Chairman & Managing Director, Rashtriya Chemicals & Fertilisers Ltd has assumed additional charge of the post of Chairman and Managing Director of the company.Fertilisers and Chemicals Travancore Ltd (FACT) at nearby Udyogamandal has set up a grievance cell with a view to provide more services to the farming communityFertilisers and Chemicals Travancore Ltd (FACT) has signed a `heads of agreement' with Gail (India) Ltd for supply of LNG from the proposed terminal at Kochi for FACT's fertiliser and petrochemical units. 2006 FACT to join hands with Syrian firm. 2008 FACT signs MOU to make gypsum-based building materials. 2009 Fertilizers & Chemicals Travancore Ltd has informed that Shri A. Asokan, Director (Marketing) has taken over the additional charge of the post of Chairman and Managing Director (MD) of the Company with effect from December 01.
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INDUSTRIAL PROFILE
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FACT - DIVISIONS UDYOGAMANDAL DIVISION


FACT commenced operation at Udyogamandal with the commissioning of a 50,000 tonnes per annum Ammonium Sulphate Plant in 1947. In the decades that followed multi stage expansion programs were undertaken bringing in the latest technologies of the day which were quickly mastered and successfully implemented. Today the division is a mostly mix of 35 year old small capacity plants and 2 year old state of the art technology plants. The latest addition to this unit is a 900 tonnes per day ammonia
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complex set up with an investment of RS 642 crores. FACT Udyogamandal division is 14001 certified.

COCHIN DIVISION
FACT Cochin Division has set up in the 1970's at Ambalamedu 30 km from Udyogamandal and adjacent to the Cochin Refineries. Phase-I of the division saw the setting up of an integrated Ammonia urea complex utilizing Indian Engineering skills. A large scale complex fertilizer plant of 485,000 TPA was set up as phase-II of Cochin Division and sulphuric acid and phosphoric acid plant of marketing capacity.

PETROCHEMICAL DIVISION
FACT diversified into petrochemicals in 1990 with the production of caprolactam. This versatile petrochemical is the raw material in the manufacture of nylone-6, which finds extensive application in textiles, tyre cord and engineering products. Thanks to its high quality the products have been acknowledge as among the best in the world. The division is located adjacent to the Udyogamandal division. Co-product ammonium sulphate is transferred for processing to the fertilizer plant of udyogamandal division. The Petrochemical Division is ISO 9002 and 14001 certified.
PETROCHEMICAL DIVISION INSTALLED PLANT CAPACITY (TPA) CAPROLACT 50,000 AM
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FEEDSTOCK BENZENE

YEAR OF COMMISSIONI NG 1990

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BYPRODUCTS 1. NITRIC ACID 2. SODA ASH

3,800 4,750

1990 1990

FACT Engineering & Design Organization (FEDO)


FACT Engineering & Design Organization (FEDO) was established in 1965 for utilizing the considerable indigenous plant building expertise accumulated by FACT in its process of nurturing the nascent chemical fertilizer industry. FEDO is today one of India's premier project engineering organization, catering to a wide spectrum of industries like petrochemicals, refining, pharmaceuticals, hydrometallurgy etc as well as petroleum storage, environmental engineering, offsite facilities etc. The division undertakes project execution on consultancy and turnkey basis, handling the intricacies of the technology sourcing, design and engineering, hardware procurement and construction with practiced ease.

ISO 9001 CERTIFICATION


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In December 2009, FEDO become the first engineering consultancy firm in India to be awarded ISO 9001 (1994 revisions) certification for the impressive quality standards of our systems relating to the various aspects of engineering and execution of projects. The certification comes from Det Norske Vaeritas Quality Assurance Ltd., reputed quality auditing firm from the United Kingdom. In May 1998, DNV Quality Assurance Ltd of the Netherlands extended the certification after a re-certification audit and at present FEDO holds ISO 9001-2008 certification.

FACT ENGINEERING WORKS (FEW)


Established in 1966, FACT Engineering Works was originally conceived as a unit fabricate and erect equipment for fertilizer plants. Over the years, it developed capabilities in the manufacture of Class I Pressure Vessels, Heat Exchangers, Columns, Towers etc. required for the fertilizer, petrochemical and petroleum industries. FEW received ISO 9002 Certification in 1998.

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RESEARCH & DEVELOPMENT


FACT's well equipped R & D section has advanced facilities with pilot plants, modern equipment and accessories. The division is backed by a team of highly motivated research scientists. Various processes have been developed and patented by FACT R&D division of which several have been commercialized successfully. A 150 TPA Bio Fertilizer Plant is set up at our R&D centre.

MARKETING
FACT has been a pacesetter in fertilizer marketing. The marketing network of FACT is spread over the southern states of Kerala, Tamilnadu, Pondichery, Karnataka and Andhra Pradesh. The distribution netwrok consists of 100 Agro Service Centres, 50 field storage points and over 7900 retail selling points in these states, and serves the farmers by supply of fertilizers and agronomy advice. Through innovative farmer
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education and fertilizer promotion programmes, FACT has created awareness about scientific cultivation and fertilizer use.
MARKETING OPERATIONS AREA OFFICES TRIVANDRUM REGIONAL OFFICES KERALA ALLEPPEY, PALAKKAD, KOTTAYAM, KANNUR KARNATAKA BANGALORE, MANGALORE, HOSPET, BELGAUM TAMILNADU VELLORE, TRICHY, COIMBATORE, MADURAI ANDHRA PRADESH HYDERABAD, VIJAYAWADA, KAKINADA, NELLORE

BANGALORE

CHENNAI

HYDERABAD

MARKETING OPERATIONS AGRO SERVICE CENTRES SWC / CWC POINTS SOIL TESTING LABORATORIES AREA & REGIONAL OFFICES FIELD SALES OFFICES DEALER POINTS

100 43 3 20 100 7759

COMPUTER SERVICE CENTER


FACT computerized its activities since 1965 to meet the growing need for management information, engineering and commercial applications. The centre is equipped with servers in all its divisions connected by FACT NET and Intranet network.
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Today, CSC is equipped with Divisional database servers (SUN Enterprise 250) at each of the 3 production divisions and around 700 PC nodes. The computing nodes are connected via WAN (Wide Area Network) at inter divisional level through 64 Kbps/ 2Mbps BSNL leased lines / fibre optic link and Ethernet LAN (Local Area Network) at department level. The On-line Integrated Information System (OIIS) that links all the functional areas of the enterprise had been jointly developed and implemented by M/s Tata Consultancy Services and CSC. The integrated system, which runs on Oracle-8i database platform optimises business processes of the enterprise and provides information for decision-making. Major software systems in the organisation are developed and maintained in-house by the skilled workforce at CSC. These include Production MIS, Payroll system, Financial accounting system, Materials & maintenance system, Human resources management system, Process optimisation system, Attendance recording system, Computer aided design & estimation system and Project management system among others. CSC has an important role to play in keeping the management abreast of the fast paced technological changes in the field of Information Technology and recommending timely enhancements of the IT resources in the enterprise. CSC is gearing up to project FACT into the promising area of e-commerce as soon as the technology catches on in a big way in the Indian business sector.

SAFETY DEPARTMENT
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FACT has a well established Safety department to look after the needs of respective divisions. It is a firm policy adopted by the company that no operation is so important and no job is so urgent that one cannot find time to take care of the safety measures. Further it aims to provide healthy and hygienic working conditions to employees.

FUNCTIONS OF SAFETY DEPARTMENT


Functions of safety department is not limited to reporting accidents and arranging compensation, it also involves making a detailed investigation regarding the cause of the accident, communicates suggestions to the authority and take necessary steps to improve the conditions and take measures to prevent further occurrence of such accidents. Prevention at source by correction of unsafe acts, unsafe situations or both. Maintaining of modern safety equipments and a well maintained team of safety officers. Sticking to the factories act and regulations laid down by the government and following them accurately so that a safe and healthy working environment is maintained.

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FACT PRODUCTS

FERTILIZERS PETROCHEMICALS CHEMICALS

AMMONIUM SULPHATE, COMPLEX FERTILISERS CAPROLACTAM AMMONIA, SULPHURIC ACID, SODA ASH, NITRIC ACID

FINISHED PRODUCTS
Ammonium Sulphate - Udyogamandal Division Ammonium Phosphate / Complex fertilisers / Factamfos Udyogamandal Division & Cochin Division Caprolactam - Petrochemical Division Biofertilisers - Research & Development Division

EXPORTED PRODUCTS
Caprolactam - Petrochemical Division Ammonium Sulphate - Udyogamandal Division

BYPRODUCTS
Nitric Acid & Soda Ash - Petrochemical Division Gypsum - Udyogamandal Division & Cochin Division Carbon Dioxide Gas Udyogamandal

INTERMEDIARY PRODUCTS
Ammonia - Udyogamandal & Cochin Division
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Synthesis Gas - Udyogamandal Division Sulphuric Acid - Udyogamandal & Cochin Division Oleum - Udyogamandal Division SO2 Gas - Udyogamandal Division Phosphoric Acid - Udyogamandal & Cochin Division

PRODUCT MIX
Straight Fertilisers

Ammonium Sulphate - Containing 20.6% N in ammonical form and 24% sulphur, an important secondary nutrient. Ultraphos - FACT markets imported Rock Phosphate containing 32% P2O5 under brand name "Ultraphos". This high analysis fertiliser is found suitable for application especially in Coconut/ Rubber/ Oil Plam/ Tea Plantation. Factamfos 20:20:0:15 - NPK complex fertiliser - Factamfos or Ammonium Phosphate contains 20% N in ammonical form, 20% P in water soluble form and 15% sulphur; a secondary plant nutrient, which is now attaining great importance in agriculture. Factamfos also can be used for foliar spraying.

Complex Fertilisers

NPK Mixtures
NPK Mixtures - FACT prepares crop specific standard mixtures for all crops in Kerala and also special NPK mixtures for plantation crops like Tea, Coffee, Cardamom, Rubber etc.

Rose Mixture - A fertiliser tonic for Roses. Vegetable Mixture - A special blend exclusively prepared for vegetable. Garden Mixture - A special nutrient combination for both flowering and foliage ornamental plants.
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Imported/ Traded products - FACT has entered into direct import of MOP and Ammonium Sulphate and also trading of Imported Urea. Bio fertiliser - FACT produces and markets 'N' fixing Bio fertilisers Rhizobium, Azospirillium and 'P' solubilising bio fertiliser Phosphobactor.

CHEMICALS Anhydrous Ammonia - FACT produces Ammonia of over 99.96%


purity.

Sulphuric Acid - FACT has one of the largest plants in Asia and we
manufacture Sulphuric acid of 98% purity. Caprolactam - It is the raw material for Nylon-6. The product quality of FACT caprolactam is among the best available in the world. Nitric Acid and Soda Ash - Small qualities of these are obtained from caprolactam plant as byproduct.

Nitric acid (55%)


Capacity : 3800 TPA Concentration (by weight) : 55% (min.) Ammonium Nitrate (by weight) : 1% (max.) Specific gravity at 20 Deg.C : 1.339 Delivery : Ex-factory tanker load Capacity : 4750 TPA Total alkalinity (as Na2CO3) (by wt) : 95% (min.) Sulphate (as Na2SO4) (by weight) : 1.5 to 3% Bulk density (g/L) : 1.35 to 1.50 Delivery : Ex-factory - bulk

Soda ash (off grade)

The Total Sales of fertilisers during 2004-05 was 7.84 Lakh MTs and 9.83 Lakh MTs in 2005-06 with a sales turnover of Rs. 1394 crores.
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Realizing the importance of bringing the essential agricultural inputs and facilities for advisory service under single roof, FACT has converted its major selling points into Agro Service Centres rendering service to farmers. These centres advise the farmers on modern farm management techniques, credit availability, marketing prospects etc. It also prepares detailed farm plants for each farmer. FACT is the pioneer in fertiliser education and sales promotion programs. These consist of fertiliser festivals, study classes, seminars, Krishi Vigyan Kendras (KVKS), crop campaigns, crop demonstrations etc., with an ideal blend of information and entertainment to drive home the message of balanced fertiliser use for increasing crop production. Our creative and novel education programs like village adoption gained national recognition.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Research methodology is the scientific way to solve the research problem. This involves exploring all possible methods of solving the research problem; examine the alternative methods one by one and arriving at the best possible method considering the resources at the disposal of the researcher.

RESEARCH DESIGN
A research design is the specification of methods and procedures for acquiring the information needed to structure or to solve problem. It is the overall operational pattern or framework of the project that stipulated what information to be selected, from which source , by what procedures. DESCRIPTIVE RESEARCH The research had been interested in knowing the proportion of people in a given population who have behaved in a particular manner, making projections of certain thing and determining the relationship between two or more variables in some areas. As the set up has been a well structured and rigid which could not be changed by giving sufficient thought in forming questions, deciding type of data to be collected and procedure that has been used gives the proof of using descriptive research.
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In descriptive also, there has been use of cross sectional studies only because the researcher has taken only a sample of element from the given population. In the cross sectional study, the survey research has been selected as a detailed and has to be obtained from a sample of large population. CONCLUSIVE RESEARCH Based on the descriptive and analytical researches, the company can arrive at a conclusion regarding their feature course of action. In this project, descriptive research is followed. RESEARCH INSTRUMENTS After the research is selected, the data collection through questionnaire, which is designed by covering the objectives, is defined. The questions in the questionnaire are in the structured format.

SOURCES OF DATA
The data that is being used in study was collected from two methods: Primary data Secondary data PRIMARY DATA The primary data do not exist already in records and publications. Through research, had to gather the data freshly from specific survey.

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The primary data can be gathered by way of observation method where the research mix with the people concerned with use of particular product and note important closed by observing the respondents.

SECONDARY DATA The secondary data refers to these data which were gathered for some offer purpose and are already available in the firms records and business magazines, government publications, company website. In the project, the secondary data is collected through company annual reports and websites.

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DATA ANALYSIS AND INTERPRETATION

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1.GENDER OF THE EMPLOYEES


Table 1
GENDER Male Female TOTAL NO OF EMPLOYEES 37 13 50 % 74 26 100

Interpretation:
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From the above table it shows that 74% of the employees in the organization are Male staffs.

2.MARITAL STATUS OF THE EMPLOYEES


Table 2
MARITAL STATUS NO OF EMPLOYEES Married Unmarried TOTAL 32 18 50 % 64 36 100

From the above table it shows that 64% of the employees in the organization are married.

3.WORK EXPERIENCE :

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Employee welfare Table 3


YEARS Below 10 10 - 20 Above 20 TOTAL NO OF EMPLOYEES 7 17 26 50 % 14 34 52 100

From the above table it shows that 52%of the employees in the organization have been working for above 10 years in FACT.

4. WELFARE MEASURES PROVIDED BY THE COMPANY :


Table 4
WELFARE MEASURES NO OF EMPLOYEES %

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Good Average poor TOTAL 30 17 3 50 60 34 6 100

From the above table it shows that 60% of the employees are satisfied with the welfare measures provided by the company.

5. THE REST ROOM FACILITIES OF THE COMPANY:


Table 5
REST ROOM FACILITY Good Average Poor TOTAL NO OF EMPLOYEES %

23 19 8 50

46 38 16 100
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From the above table it shows that 46% of the employees feels that the rest room facilities of the organization is favourable for the employees.

6. SAFETY IN THE WORKING ENVIRONMENT:


Table 6
SAFETY IN THE WORKING ENVIRONMENT Good Average Poor TOTAL NO OF EMPLOYEES 19 25 6 50 %

38 50 12 100

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Employee welfare From the above table it shows that 50% of employees in the organization feels that safety of the working environment is average

7.SATISFACTION WITH THE SHIFT SCHEDULE OF THE COMPANY?


Table 7
SATISFIED IN THE SHIFT SCHEDULE OF THE COMPANY: yes No TOTAL NO OF EMPLOYEES 46 4 50 %

92 8 100

From the above table it shows that 92% of employees are satisfied with the shift schedule of the company.

8.THE TRAINING AND DEVELOPMENT PROGRAMME FOR JOB:


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Employee welfare Table 8.


TRAINING & DEVELOPMENT PROGRAMME GOOD AVERAGE POOR TOTAL NO OF EMPLOYEES 25 19 6 50 %

50 38 12 100

From the above table it shows that 50% of employees rate their training and development programme in the organization as good.

9. SATISFACTION WITH THE RECREATIONAL FACILITIES PROVIDED BY THE COMPANY:


Table 9
RECREATIONAL FACILITIES PROVIDED BY THE COMPANY NO OF EMPLOYEES %

GOOD

28

56

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AVERAGE POOR TOTAL 11 11 50 22 22 100

From the above table it shows that 56% of employees satisfied with the recreational facilities provided by the company.

10. SATISFACTION WITH THE EDUCATIONAL ASSISTANCE PROVIDED TO THE CHILDREN OF EMPLOYEES:
Table 10
SATISFIED WITH THE EDUCATIONAL ASSISTANCE PROVIDED TO THE CHILDREN OF EMPLOYEES? NO OF EMPLOYEES %

GOOD AVERAGE POOR TOTAL

20 18 12 50

40 36 24 100
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From the above table it shows that 40% of employees are satisfied with the educational assistance provided to the children of employees in the organization.

11. SALARY PAYMENT FROM THE COMPANY:


Table 11
YOU HAVE ANY PROBLEM WITH THE SALARY PAYMENT FROM THE COMPANY NO OF EMPLOYEES %

VERY OFTEN LESS OFTEN NEVER TOTAL

6 8 36 50

12 16 72 100

From the above table it shows that 72% of employees are satisfied with the salary payment from the company.
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12. TRAVELLING FACILITIES PROVIDED BY THE COMPANY IS ADEQUATE.


Table 12
TRAVELLING FACILITIES YES NO TOTAL NO OF EMPLOYEES % 37 13 50 74 26 100

From the above table it shows that 74% of employees agree that travelling facilities provided by the company is adequate.

13.SATISFACTION WITH THE VARIOUS BONUS PAYMENT SCHEMES:


Table 13
ARE YOU SATISFIED WITH NO OF THE VARIOUS BONUS EMPLOYEES PAYMENT SCHEMES %

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YES NO TOTAL

33 17 50

66 34 100

From the above table it shows that 66% are satisfied with the various bonus payment schemes.

14.ARE YOU SATISFIED WITH THE MEDICAL AND THE HEALTH FACILITIES PROVIDED BY THE COMPANY
Table 14
NO OF EMPLOYEES ARE YOU SATISFIED WITH THE MEDICAL AND THE HEALTH FACILITIES PROVIDED BY THE COMPANY
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YES NO TOTAL

40 10 50

80 20 100

From the above table it shows that 80% of the employees are satisfied with the medical and the health facilities provided by the company.

15.DOES YOUR MANAGER TREAT YOU WITH RESPECT:


Table 15
DOES YOUR MANAGER TREAT YOU WITH RESPECT NO OF EMPLOYEES %

YES SOMETIMES NO TOTAL

37 9 4 50

74 18 8 100

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From the above table it shows that 74% of employees feels that the manager treats employees with respects.

16. JOB RATING:


Table 16 HOW DO YOU RATE YOUR JOB NO OF EMPLOYEES %

EXCELLENT GOOD AVERAGE

26 17 7

52 34 14

From the above table it shows that 52% of employees have rated their job as excellent.

17. ORGANISATION WORKING HOURS:


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Table 17
WHAT IS YOUR OPINION ABOUT ORGANISATION WORKING HOURS NO OF EMPLOYEES %

COMFORTABLE UNCOMFORTABLE NO COMMENT TOTAL

41 8 1 50

82 16 2 100

From the above table it shows that 42% of employees suggest that working hours organisation is comfortable.

18. THE CANTEEN SERVICES IN YOUR COMPANY:


Table 18
Opinion Response TOTAL %

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Good Quality of food

Average

Poor

24

22

4 50

23 27

Quality of drinking water level of service cleanliness and hygiene

28

20

2 50 22

23

21

6 50 28 50

29

16

5 100

From the above table it shows that the employees rate overall Canteen Service of the organization as Good.

19. INCENTIVES FOR EXTRA WORK:

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Employee welfare Table 19


DO YOU HAVE INCENTIVES FOR EXTRA WORK NO OF EMPLOYEES %

YES NO TOTAL

37 13 50

74 26 100

From the above table it shows that 74% of employees are receiving incentives for extra work.

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FINDINGS SUGGESTIONS AND CONCLUSION

FINDINGS
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Employee welfare The following are the major findings from the Survey and Analysis on Employee welfare, health and safety measures at FACT Udyogamandal LTD.
74% of the employees in the organization are Male. 64% of the employees in the organization are Married. 52%of the employees in the organization have been working for above 10 years in FACT Udyogamandal LTD. 60% of the employees were satisfied with the welfare measures provided by the company. 46% of the employees feels that the rest room facilities of the organization is favourable for the employees. 50% of employees in the organization feels that safety of the working environment is average. 92% of employees are satisfied in the shift schedule of the company. 50% of employees rate their training and development programme as good. 28% of employees satisfied with the recreational facilities provided by the company. 40% of employees are satisfied with the educational assistance provided to the children of employees. 72% of employees think that does not have any problem with the salary payment from the company. 74% of employees think that travelling facilities provided by the company is adequate. 66% of employees are satisfied with the various bonus payment schemes.
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52% of employees have rated their job as excellent. 74% of employees are receiving incentives for extra work. 42% of employees suggested that working hours organisation is comfortable. 74% of employees feels that the manager treats employees with respects.

SUGGESTIONS
The following are the suggestions from the Survey and Analysis on Employee welfare, health and safety measures at FACT Udyogamandal LTD.
The company should maintain good relationship
with the workers and superiors.

The working condition in the company is


implemented in such a way that it should satisfied more number of respondents.

Welfare measures regarding recreational


facilities should be properly implemented by company.

The satisfaction facilities must be properly


implemented in the company for more respondents comfort ability

Educational assistance provided to the children


of employees should be considered

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

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QUESTIONNAIRE

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A STUDY ON EMPLOYEE WELFARE ACTIVITIES IN FACT LTD .UDYOGAMANDAL .KOCHI. QUESTIONNAIRE Dear Sir/Madam;
I am Arun S.R pursuing BBA in KMM COLLEGE OF ARTS AND SCIENCE, THRIKKAKARA. As a part of my project in HR on the topic EMPLOYEE WELFARE ACTIVITIES OF FACT . I would like to gather some information from you which will help me in an in-depth study of the project. I would be obliged if you co-operate with me in filling up the questionnaire. Since the questionnaire is being used for academic purposes, the information gathered will be kept strictly confidential.

Age Gender

: :
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Educational qualification Marital status

: :

1.How long you have been working in FACT Ltd.? Below 10 years Above 20 years 10-20 Years

2.Are you satisfied with the welfare measures provided by the company? Good Average Poor 3.What is your opinion about the rest room facility in the company? Good Average Poor

4.What is your opinion about safety in the working environment? Good Average Poor

5. Are you satisfied in the shift schedule of the company? Yes No

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6.What is your opinion about the training and development programme for your job? Good Average Poor

7.Are you satisfied with the recreational facilities provided by the company? Good Average Poor

8. Are you satisfied with the educational assistance provided to the children of employees? Good Average Poor

9. Do you have any problem with the salary payment from the company? Very often less often Never 10. Do you think travelling facilities provided by the company is adequate? Yes No

11. Mention your opinion about the canteen services in your company? Good Average Poor

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Quality of food

Quality of drinking water

Level of Service

Cleanliness and Hygiene

12. Give your opinion about the welfare measures provided by the company?

Good

Average

Poor

Lighting facility
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Heat control facility

Cleanliness of rest room

Latrine and urinal facility

Ventilation facility

13. Are you satisfied with the various bonus payment schemes? Yes No 14. Are you satisfied with the medical and health facilities provided by the company? Yes No
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15. Do you have incentives for extra work? Yes Sometimes No

16. Give your opinion about the welfare measures provided by the company? Good Average Poor

Accident insurance scheme

Accident compensation

Gratuity

Service of first aid

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17. Does your manager treat you with respects?

Yes

Sometimes

No

18. How do you rate your Job? Excellent Good Average

19. What is your opinion about organization working hours? Comfortable Uncomfortable No comment

Suggestions If Any: .......................................................................... ............................. .......................................................................... ............................. .......................................................................... .............................

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