Labour Welfare

and Industrial
Hygiene

Origin of the concept

First world war 1914-18.
India being one of the founder
member .
India followed International Labour
Organisation (ILO) since 1919.
Many labour legislations have been
introduced by central and state
government
Various agents and mediators also
appointed for this task.

Need for Labour Welfare

The Objectives and principles of labour
welfare includes,
Necessary for Industrial System.
Rural and agriculture turns to urban and
Industry.
Key role in Economic Development.
Need felt seriously by the Royal
Commission of labour in 1931.
Increases the employees belonging
towards orgn.
Encourages Healthy and cordial
relationships.

Objectives of Social Welfare

Improvement and Development
[2004/06/09]
of
employees.
High standards of work, apart from
other labour legislations.
Improvement in Quality of work life
(QWL)
Improve the Industrial system, and
conditions of work.
Enhance sense of belonging,
responsibility and dignity among the

Principles of labour
welfare(2009)

Carried At all levels in the

organisation.
Proper Co-ordination and Cooperation.
Is handled by the Administration.
Periodical check, Quality control.
Believes in Mental, physical,
emotional and moral well-being of
the employees.
Welfare of not only employees but
his family.

Definitions
Welfare basically means- wellness,
health, happiness, cordial relations,
prosperity.
It is a desirable state of existence
involving the physical, mental, moral
and emotional stability.
Labour welfare are the voluntary efforts
by the management.
Industrial/labour welfare also refers to
the Statutory and voluntary efforts made
for betterment of the labour

Welfare measures
Health and
handled : Extra-medical
Intra-mural
Mural
activities
Drinking Water
Toilets/
Spittoons.
Washing
facilities.
Occupational
Safety.
Day-care centre.

activities
benefits.
Maternity
benefits.
Insurance.
Gratuity, P.F.
Educational
benefits

Scope of labour welfare

[2006]

Employer
Industrial Establishments.
s
Factory workers.
Employee
Organisational Employees.
s
Family benefits.
Welfare
Medical benefits
benefits
Insurance.
Satisfacti
on
High

Approaches to labour
welfare
(2003/05)

The Policing theory of labour

welfare.
The religion theory.
Philanthropic theory.
Paternalistic theory.
Placating theory.
Public Relations.
Functional Theory.
Social Theory.

Approaches to labour
welfare.
Approaches
to labour welfare gives a

clear idea about the attitudes, beliefs

and traditions applied by the labour
welfare agencies.
Many organisations are becoming
aware of the welfare facilities being
provided to its employees.
employers are establishing welfare
standards voluntarily, willingly an
enthusiastically.
Welfare benefits not only extended to
self but the society also.

I) The Policing Theory

This theory is basically meant for
making the employees and the
workers availed with the basic
facilities needed. E.g- latrines,
drinking water, enough rest and
lunch intervals, etc.
In this approach the government has
introduced the practices to control
the exploitation of workers by their
management/ employer. E.g- heavy
work load and less payments, very
small time intervals, no freedom of

II) The religion Theory

This theory believes in two key
approaches:1) The Investment. &
2) 2)The Atonement ( punishment)
The Investment theory explains the
welfare benefits provided to the
workers is the current Investment
made for future progress.
Man is a religious animal
Raw fruit today, flourish to
tomorrow.

If the employees/workers are not

getting availed with the benefits, it
is a part of there sins in the past..
They need to be atone for that
purpose.

III) Philantropic
approach
This is a benevolent approach which

has a keen interest in giving

strategy.
Provisions for good conditions of
work, day-care facilities for children,
canteens, washing facilities. (In
regards to the employees)
And rehabilitation of disabled
people, working boys/girls hostel
facilities, donations to NGOs,
Rewards to the educational

IV) Paternalistic
Approach
In this theory, the owner, occupier or

the employer, holds the funds of the

Industry in a trust.
This trust consist of board or trust
members, and any amount to be
spent in favor of the employees and
the society is first being taken in
discussion.
It creates a good moral for the
internal and external envoirnment.
Also known as the trusteeship theory

V) The Placating theory

This theory mainly responds to the
peaceful measures applicable for
the workers and employees.
Application of this theory is basically
meant for the organized and
committable/ enthusiastic.
This theory enables the employees to
be pleased and oblige with the
provided welfare benefits.

VI) Public Relations

Theory

This theory basically focuses on the

attraction or goodwill for the
industry.
In this theory the welfare benefits
are directly related to the
impression of the Industry.
Impression with the point of view of
internal and external envoirnment.
E.g- the In -house employees and the
visitors too.

VII) Functional Theory

This theory believes the high
productivity/ outcome of employees,
by providing them the welfare
benefits.
Approach expects the results in the
employees/workers efficiency and
effectiveness on work.
This concepts is commonly used in
nature.
Also known as the efficiency theory

VIII ) Social theory

This theory believes in well being of
the society with the employees.
Various provisions related to the
society are to be established with
this theory.
Therefore this theory results in
enhancing the condition / state of
the society .

Limitations of labour
welfare

Available in Statutory and nonstatutory mode.

Separate investments to be done for
giving welfare benefits.
Chances of employees/workers to
take undue benefit of such
measures.
Needs to be very well studied and
analyzed.
Should result in result orientation.

abour Welfare Officer

Introduction:- Labour Welfare officer
is being appointed in any
establishment wherein 500 or more
workmen are employed on any-day
preceding 12 months.
The intention behind his appt. is to
minimize to end the mal practices in
jobber system.
This appointment is made under The

Qualifications of L.W
Officer
Min Qualification University

[2006]
masters degree.
Degree or Diploma in Social
Sciences or Social Work or social
welfare from a recognized institute.
Knowledge of local language is
essential.
Or which is spoken by majority of
working class.
According to the legislation, he has

 In case of his termination of service,

special permissions needs to be
obtained by government.
He should have passed viva-voce
test by Commissioner of labour, and
get himself
enrolled with the labour officers list
maintained by Commissioner of
labour.
Viva-voce test contains:- general
knowledge, labour problems
pertaining in State of Maharashtra.

Functions/Duties of L.W.
Officer

To Maintain discipline in the

[2003/05]
Organisation.
To Maintain safety and Medical
administration.
Maintaining Wage and salary
administration.
Legislations related to the employee
concern.
(labour safety /welfare)
Supervision of health, safety, wealth

Continued: Advising Managementapprenticeship, fringe benefits,

workers education, etc.
Maintain the security for industrial
health, Industrial peace and
resolving disputes.
Arrangements for redressal of
workers and securing their Interest,
grievance solving, etc.
Analyzing the proper benefits for
increasing the productivity and

Expertise in
Difference legislative
between
and
[2004/ 06]
social
Expertise
in
Personnel
administration
personnel
manager
Welfare
Officer
Counseling,
Administration.
advising, looking
Manage Induction,
after welfare.
Training, to the
Supervision on the
workers
welfare and safety
Supervision on
measures for
performance and
workers.
overall
development of the
employees
Wherein 500 >
Any Organisation
workmen

Personnel
management
Manager
To Develop
Organisational
Skills .

To Motivate the
employees and
develop sense of
moral

labour.

Welfare Officer

Do develop new
strategies for
labour welfare and
safety
management.
To Create an
impact on
employees to
safegaurd their
interest through
various measures.

lnter-relationship of
Welfare with Productivity

Labour welfare is a very important

concept in labour welfare and HRM.
After the period of Industrialization,
it has gained even much importance.
The success of labour welfare
measures, enable to introduce more
welfare policies.
The labour welfare measures can be
adopted as per the capability of the
Organisational management.

 Labour are considered as the most

active factor of production,
therefore, has to be maintained and
retained in a proper way.
Therefore, labour welfare not only
encourages the employee or worker
but also his, personnel, family and
societal life..
Labour welfare supports employees
mental, physical, emotional
Intellectual and moral conditions.
The Committee on Labour Welfare
[ CLW] supported employers and

 Labour Welfare can be considered

by 2 perspectives- 1)Negative and 2)
Positive.
Negative Perspective :Moreover
concerned with the
employees/workers in
Manufacturing/ production sector.
Needs Investment to be done for a
long period
Which might not really possible for
the employer and the management.

 Positive perspective :
Increase the motivation level of
employees.
Results in high end Morale in
workers/employees.
Employees enjoys their jobs and starts
working with enthusiasm.
Also gives rise to the Healthy
Communication between superior and
subordinates .
Minimize conflict , indifferences and
disputes between the employees.

 The Labour Welfare has converted

the Humanitarian approach with the
Utilitarian.
Welfare policies makes employees
binding
with the Organisation.
As a result, more output and high
productivity and indeed continuous
and high profit margin.

Workers Participation in
Management [WPM]

Workers/ employees are considered

as the stake holders of the
Organisation.
Worker is the most active support
for the organisation
No process or system runs without
the worker.
It is very essential for the worker get
freedom of speech and right to
demand.

 WPM encourages the cordial

relationship between superior and
subordinates.
Also it increases the belongingness
of workers towards the employment
and superior.
It is as good as considering the
opinion of the workers before
decision making.
Here workers acts as a co-decision
maker.
This fact also relates to the authority

Objectives
of WPM .
[ S.N
2009]

To meet the
psychologica
l needs of
the workers.
Self
Interest
Education.
Satisfaction.

 Understand the Economy and

Economic conditions.
Link between
Management/Employer and Worker.
Sharing the voice and opinion of the
worker.
Creation of his own expertise, area
of interest.
Worker-management Co-operation
was earlier introduced by Mahatma
Gandhi on voluntary basis.
And already running

ole of WPM in LW and IH

hree main Objectives
Economic
1) Most
Important
factor.
2) Make the
employee think
rational
3) Economic
welfare.

 Social Objective
Human being is a social
being.
Status in the society, with
due respect.
Healthy Industrial Relations.
Positive Environment impact.
Industrial Harmony.
Growth with goodwill.

 Psychological Objective
Change in Attitude.
Not be Treated as
mechanical Instrument.
Difference in perspective.
Inputs for production
process.
Enhance Decision Making
skills.

Forms of WPM..[2003]
Co-partnership.
Suggestion Scheme.
Employee Representation on the
BODs.
Joint Management Council.
Works Committee.
Counseling/ Advising.
Consulting.

Limitations of WPM/
Negativism

Workers have insufficient

Education.
Incompetent.
Cannot provide solutions on
Technical Complications.
Can only be involved in certain
scenarios.
Instability of Labour/ Trade
unions.

Workers Education
Scheme
Aims and Objectives

[2003/04/06]
It is important for Industrial peace and
Harmony, healthy Management- labour
relations.
Develop Effective trade unions through
better trained officials and more
enlightened members.
Enhance the leadership skills which
enables the worker in his development.
Increase the total labour mass literacy.

With the ref. to LW and IH

To fulfill the Organisations
requirements through proper
responsibility handling.
The pre-condition of workers
education literacy.
Important consideration at the present
stage of developing country.
To understand the workers privileges,
rights and obligations.
Time-to-time training programs to
upgrade the workers knowledge.

 National Commission on
Labour, has said that the labours/
workers education should have the
following key areas to be studied: This should employee independent,
intelligent and innovative.
He should be responsible, alert, and
self-disciplined.
Also Guided the National trade
union centers to arrange for the
quality programs with the
Collaboration with some of the

Suggestions to make
workers participation
How to improve
WPM?[2003]
Successful..

Total Co-operation from the

Collegues.
Stress-free work environment, easy
work schedules, comfortable work
shifts.
Work related literacy. E.gmechanics knowledge to the
mechanic/ worker.
Strong faith in workers union,

 Every department to be formed with

separate units and unions so as to
get a feel of leadership and team
work to every Individual.
More participation in the form of
suggestion schemes, advising
,counseling and consultation.
Collective bargaining should gain
importance in the sense of together

Statutory welfare
amenities..

In the report presented by

the
Investigation Committee ,
1946,
the provisions related to
statutory
amenities of labour welfare
were
made.
The cleanliness of the

 Also various welfare amenities such

as pure drinking water,
medical benefits/ health check-ups
for employees and their family
members
Scholarships/ educational benefits
for employees children.
Food and canteen facility.
Crches for the children of women
employees.
Transport ,etc.
Housing/ Quarters, etc

The Statutory Benefits

can be studied through
The Government
approach towards
the following

the labour Welfare are been already

discussed in the below Acts:The Factories Act, 1948
The Plantation Act, 1951
The Mines Act, 1952
The Motor Transport Act.

The Factories Act, 1948

Definition:
The factories Act, 1948 is an Act to
consolidate and amend the law
regulating labour in factories The
main object of the Factories Act,
1948 is to ensure adequate safety
measures and to promote the health
and welfare of the workers employed
in factories.

Scope/ Applicability
The Act extends to whole of
India including Jammu and
Kashmir and also covers all
manufacturing processes and
establishments falling within
this definition of factory as
defined under Section 2 (m) of
the Act.

Administrative
Machinery for
The State
Government guides the
Implementation

whole administration practices of

the Act through the following
machineries:
1. Inspection staff
2. Certifying surgeons
3. Welfare officers
4. Safety officers

1) The Inspecting Staff

Appointment : Section 3
Authorizes the State Government to
appoint Inspectors, Additional
Inspectors and Chief Inspectors, the
persons who possess prescribed
qualifications.

 Section 8 (2) empowers the State

Government to appoint any person
be to a Chief Inspector. To assist
him, The Government may appoint
Additional Joint or Deputy Chief
Inspectors and such other officers as
it thinks fit [Section 8(2)]. Every
District Magistrate shall be an
Inspector for his district.
The State Government may appoint
certain public officers to be the

 A Chief Inspector is appointed for

the whole state. He shall be in
addition to the powers conferred an
a Chief Inspector under this Act,
exercise the power of an Inspector
throughout the State.
Therefore, if a Chief Inspector files a
complaint, the Court can legally take
cognizance of an offence.
The Additional, Joint or Deputy Chief
Inspector or any other officer so
appointed shall in addition to the
powers of a Chief Inspector exercise

2) Certifying Surgeons
Appointment- Section 10
provides for the appointment of
the certifying surgeons by the State
Government for the purposes of this
Act to perform such duties as given
below within such local limits
1) The examination and certification
of young persons under this Act;
(2) The examination of persons who
are engaged in factories in such
dangerous occupations or processes

 the exercising of such medical

supervision as may be prescribed for
any factory or class or description of
factories where :
1)Causes of illness due to the nature
of the manufacturing process
carried on.
2) By reason of any change in the
manufacturing process carried on or
in the substances used therein.
3) Young persons who are or are about
to be, employed in any work which is
likely to cause any injury to their

3) Welfare Officers
Appointment:
Section 49 of the imposes
statutory obligation upon the
occupier of the Factory of the
appointment of Welfare Officers
Wherein 500 or more workers are
ordinarily employed. Duties,
qualifications and conditions of
service may be prescribed by the
State Government.

4) Safety Officers
Appointment : Section 40 B
empowers the State Government for
directing a occupier of factory to
employ such number of safety
officers as specified by it where
more than 1,000 workers are
employed or where manufacturing
process involves risk of bodily injury,
poisoning or disease or any other
hazards to health of the persons
employed therein.

Measures taken by ,
The factories Act,
The provisions
related to the
1948..

health, safety work hours, welfare of

the workers:Health - Chapter III
Safety Chapter IV
Welfare- Chapter V
Working hours for adult workersChapter VI
Working hours for young workersChapter VII

Health - Chapter III

Cleanliness: Section 11.
(from: Section 11-20)

Disposal of waste and effluentsSection 12.

Ventilation and Temperature
Section 13.
To reduce excessive temperature at
shop- floor
Dust and Fumes- Section 14.
Artificial Humidification- Section 15.

Lighting : Section 17.

Drinking water : Section 18.
Latrines and Urinals : Section 19
Spittoons : Section 20.

Posting of a Notice : Section 16(3)

Safety- (Chapter- IV)

Fencing of the Machinery Section
21.
The safety fence near the machinery is
made a provision under this section:
Such types of machinery or their
parts are :
Every moving part of a prime-mover
and fly wheel connected to a primemover. It is immaterial whether the
prime-mover of fly wheel is in the
engine house or net.

 Any part of an electric generator, a

motor or rotary converter or
transmission machinery unless they
are in the safe position.
Every part of an electric generator, a
motor or rotary converter or
transmission machinery unless they
are in the safe position.
Every dangerous part of any other
machinery unless they are in the
safe position.

Safety measures
undertaken
(Section
22- 40-B )
Lays down the procedure
for carrying out
examination .
1)-(a) Such worker shall
not handle a belt at a
moving pulley unless.
(i) The belt is not more
than fifteen centimeters in
width;
(ii) The pulley is normally
for the purpose of drive and

 (iii) The belt joint is either laced or flush

with the belt;
(iv) The belt, including the joint and the
pulley rim, are in good condition,
(v) There is reasonable clearance
between the pulley and fixed plant or
structure.
(vi) Secure foothold and, where
necessary, secure handhold, are provided
for the operator and
(vii) Any ladder in use for carrying out
any examination or operation aforesaid is

 (b) Without prejudice to any there

provision of this Act relating to the
fencing of machinery, every set
screw, bolt and key on any revolving
shaft, spindle, wheel or pinion and
all spur, worm and other toothed or
friction gearing in motion with which
such worker would otherwise be
liable to come into contact, shall be
surely be used to prevent such
contact.

Other Safety Provisions:

Employment of young persons on
dangerous machines. Section 23.
Striking gear and devices for cutting
off power- Section 24.
Self- acting Machines- Section 25
Casting of new machinery Section
26.
Prohibition of employment for
women and children near cotton
openers- Section 27

 Hoists and lifts- Section 28.

Lifting machines, chains, Ropes and
lifting tackles Section 29.
Safety near revolving machinerySection30.
Pressure plant- Section 31.
Floors, stairs, means of accessSection 32.
Pits, sumps, opening in floors, etcSection 33.
Excessive weights : Section 34.
Protection to the eyes: Section 35

 Precautions regarding the use of

portable electric light- Section 36A
Explosive or inflammable dusk gas,
etcSection 37
Precautions in case of fire- Section
38
Power to require specification on
defective parts or tests to stability:
Section 39
Safety of building or MachinerySection 40

Welfare measuresChapter
V[
Section
4250]
1) Washing Facilities- Section 42
2) Facilities for storing and drying
clothing
Section 43.
3)Facility for sitting/resting- Section 44.
4) First aid appliance Section -45.
5)Canteens Section 46.
6)Shelters, lunch rooms- Section 47.
7) Crches- Section 48
8) Welfare officer Section 49

Provisions regarding
duty hours for adult
Chapter VI- workers
[Section 51- 62]

Weekly hours - Section 51

Weekly holiday Section 52.
Compensatory HolidaySection 53.
Daily working hours
Section 54
Intervals for rest Section
55.

 Prohibition of overlapping shiftsSection 58

Extra wages Section 59 (1)
Ordinary wages Section 59 (2)
Rate for piece rate wages- Section
59 (3)
Restrictions on double employmentSection 60
Notice of periods of work for adult
Section 61
Register of adult workers Section
62

Provisions regarding
employment of young
Chapter
VII [Section
67- 71]
persons
and children

General prohibition as to employment of

children- Section 67.
Employment of children and adolescentsSection 68.
Certificate of fitness- Section 69.
Certificate of fitness to work as a childSection 69(2) (a)
Working hours for the children Section

Penalties and Procedures

Chapter X - [Section92- 94]
In case of Contravention of the
above rules, the occupier or the
manager shall be guilty
of an offence:
1) Imprisonment- may extend to 2
years, or
2) Fine- may extend to Rs. 1 lakh or
both.
Non followance of the rule: for

 Section 92 provides contravention

to any provisions in chapter IV or
under section 87
( resulted in
accidental death/ permanent
disability of earning member of the
family.)
Fine- not less than Rs. 25000/- in
the case of death. And Rs. 5000/- in
case of serious injury caused.

 Section 94 - covers penalty after

the previous conviction under
section 92.
For the Individual who is again
guilty of an offence including
contravention of the above
provision.
Punishment
Imprisonment- may extend 3 years
or
Fine- not less than Rs. 10,000 which
may extend to Rs. 2 lakh or both.

 Section 95
Penalty for Obstructing the
Inspector
Imprisonment for 6 months or
Fine- Rs. 10,000/- or Both
For obstructing the inspector in
doing any duties.
Or refusal on the demand of
required files or other
documents.

Plantation Act, 1951

Applied for the workers ,working on
the farms of Tea, Coffee, rubber.
The Act applies to the provisions for
housing, medical aid, recreational
facilities as per framed by the State
government.
The workers are also entitled with
the sickness allowance and
maternity allowance under the
prescribed conditions.

The Mines Act 1952

Provides the application for
provisions of Health, Safety and
welfare of the workers , working in
mines.
Also the basic facilities to be given
to the workers of pure drinking
water and adequate toilet facilities.
It also provides the rules regarding
first aid provision and immediate
response by management.

The Motor Transport Act,

1961

As the name indicates, the act is

applicable to the Companies
providing motor and transport
facilities.
The act has the provision for
providing adequate accessories such
as uniforms, raincoats and
protection devices to the drivers.
First aid kit and adequate facilities
for the place of halt or rest rooms.

Amenities described in
main report of labour
Investigation Committee
Sanitary and hygienic Facilities.
Rest Facilities.
Feeding Facilities
Medical Facilities.
Occupational services and
Educational facilities.
Crches and housing facilities.
Transport Facilities

Chapter 5.

Non-Statutory welfare
Amenities

Role of Trade union

Trade Union is the continuous long
period workers organization which
is meant for attainment of specific
objectives to protect the interests of
its members and for the
improvement of labour relations.
- Dale Yoder

Role of Trade Union

The role of trade union involves the
following : (i) To improve working and living
conditions of the workers.
(ii) To secure fair wages for
themselves.
(iii) To promote individual and
collective welfare.
(iv) To safeguard security of tenure
and improve conditions of service.

 (vi) To provide educational, cultural

and recreational facilities.
(vii) To promote identity of the
interests of the workers with their
industry.
(viii) To co-operate and facilitate
technological progress by explaining
the workers the problems and
advantages of such progress.
(ix) To develop sense of responsibility
towards industry and community
amongst the members.
(x) To fulfill certain social

 (xi) To acquire control of industry by

workers.
(xii) To develop self confidence
and sincerity, honesty and discipline
amongst the members.
(xiii) To promote morale of the
workers.
(xiv) To promote national
integration.

NGOS and Local

Government

NGOS- Non-governing Orgsanisation

Basically meant for the well being of
the society.
NGOs are also known as non- profit
making organisation.
NGOs also of the society by work in
good faith.
NGOs also provide the helping hand
to the needed part of the society, as
free education, free medical camps/
check-ups, medication,work

ILO and ILC

ILO- International Labour
Organisation.
ILC- International Labour Council.

History of ILO
ILOs work is the importance of
cooperation between governments and
employers and workers organizations.
The International Labour Organization is
the United Nations specialized agency
devoted to advancing opportunities for
women and men to obtain decent and
productive working conditions of
freedom, equity, security and human
dignity.
Since Beginning the ILO has sought to
promote a better life for all.

Scope and Object of

Basically ILO
and ILC are
ILO/ILC

established for safeguarding the

interest of workers or the working
class.
It supports with the statutory
provisions to be made applicable by
the employers.
To understand the practical
problems faced by the working class
and to try and resolve it.
Even the provisions to be made on

ILO/ILC Structure
It is a permanent working
organization.
The Members of the International
Labour Organization shall be the
States which were Members of the
Organization on 1 November 1945.
Any original member of the United
Nations and any State admitted to
membership of the United Nations
by a decision of the General
Assembly.

 The General Conference of the

International Labour Organization may
also admit Members to the Organization
by a vote concurred in by two- thirds of
the delegates attending the session,
including two-thirds of the Government
delegates present and voting. Such
admission shall take effect on the
communication to the Director-General
of the International Labour Office
Therefore, there are three bodies
handlying the functions of ILO,

Functions of ILO/ILC
The ILO is the international
organization responsible for drawing up
and overseeing international labour
standards.
It is the only 'tripartite' United Nations
agency that brings together
representatives of governments,
employers and workers to jointly shape
policies and programmes promoting
Decent Work for all.
This unique arrangement gives the ILO

Provisions for women

and Children

ILO/ ILC has worked effectively for

the provisions towards women and
children.
They have protected the interest of
women employees by establishing
new standards of work and the work
timings.
It has also set standard working
conditions with regards to the small
working children in the factory

Labour welfare measures

by the Trade Union

To safeguard the workers services and

better working conditions.
To provide appropriate wage scale
according to the job done.
To improve Industrial hygiene and
overall work atmosphere.
To encourage individual and collective
efforts for productivity.
Concentrate on workers education and
upgradation.

 Provide financial support services by the

co-operative society and loans and
funds.
Health and family planning program.
Workers family literacy and social
learning enhancement.
Welfare centers and consultancy for wellbeing of the worker.
Safety related applications and
consequences.
Transportation and other amenities, etc.
National saving schemes.

Also be known to the

associations like: Textile Labour AssociationAhmedabad.
Rashtriya Mill Majdoor Sangh/ Mill
Majdoor Sabha.
Dock Union Movement.
Railway Majdoor Union- Kanpur, etc

Corporate social
Responsibility
CSR
is becoming a very
popular
[CSR]
[2009]

term in todays Era.

It has achieved tremendous
response from the society.
Basically CSR is meant to provide
the help to the needed part of the
society, such as orphanage, child
labour, disabled children, Infected
children, etc.

 Ultimately CSR is distribution of

Corporate profits in Society.
Social allocation of resources is managed
by CSR.
CSR also helps in the changes happening
in the society.
Basically makes a strong relationship

Examples of CSR
SAIL Agriculture, sports, pollution
control.
Colgate Free dental check-ups and
camps,
Hindustan Liver Animal care ,
veterinary services.
Reliance- Rural Development and
adult education.
Patni and Cybage- distribution of
free study material in rural areas.