Labour Welfare and Social Security
B.Com. (H) 606: Labour Welfare and
Social Security
UNIT I
1.
State and
explain the concept and scope of Social Welfare.
Ans.
Social welfare is an organised system of social services and institutions,
designed to aid individuals and groups, to attain satisfying standards of life
and health. Social welfare, therefore, aims at providing services to weaker
sections of the population who because of various handicaps such as physical,
mental, economic and social, are unable to make use of social services provided
by society or have been traditionally deprived of these services.
National Association of Social Workers, Encyclopaedia
of Social Work Vol.II. 1971, p.1446:
“Social
welfare generally denotes the full range of organized activities of voluntary
and governmental agencies that seek to prevent, alleviate, or contribute to the
solution of recognized social problems, or to improve the well-being of
individuals, groups, or communities.”
United Nations 1967:
“Social
welfare as an organized function is regarded as a body of activities designed
to enable individuals, families, groups and communities to cope with the social
problems of changing conditions. But in addition to and extending beyond the
range of its responsibilities for specific services, social welfare has a
further function within the broad area of a country's social development. In
this larger sense, social welfare should play a major role in contributing to
the effective mobilization and deployment of human and material resources of
the country to deal successfully with the social requirements of change,
thereby participating in nation-building.”
According
to Wayne Vasey (1958) social welfare included two main characteristics:
·
The
utilisation of welfare measures to support or strengthen the family as a basic
social institution through which needs are met; and
·
The
intent to strengthen the individuals’ capacity to cope with their life
situation.
The
provision of social welfare includes services for children, youth, women, aged,
scheduled castes, scheduled tribes, other backward classes, minorities,
disabled, drug addicts, and economically underprivileged such as destitute and
unemployed. Social welfare programmes are, therefore, directed to ameliorate
their conditions. Therefore, it requires proper administration.
Objectives
of Social Welfare:
1.
Welfare for all.
2.
Overall welfare for human being.
3.
Help to fill-up the fundamental rights.
4.
Help to role in society.
5.
Help for poor and vulnerable.
6.
Development for men and environment.
7.
Social problem mitigation.
8.
Human resource development.
9.
Social change.
10.
To develop social relationship.
11.
Social control.
12.
Lower-class empowerment in the society.
13.
Help for socialization.
14.
Balance distribution of the resources and facilities.
15.
Fixed the role of the people in the society.
Social
welfare exists as an indispensable aspect of modern social organization because
of the nature of man himself. Man is a social being whose very survival as an
individual and a species depends upon the cooperation and help of other human
beings. This is true for all people, including those who live in the relatively
simple relationships of a tribal or village subsistence society. But the processes
of development, as described in the previous section, vastly extend the range
and multiply the variety of these situations of mutual dependency. Thus a
developing society can neither survive nor advance without including in its
developmental processes the creation of new instruments of cooperation and the
adaptation of those that already exist to meet the needs of a changing
situation.
Social
welfare is the product and the instrument of man's inherent dependence for his
survival and his well-being on the help of other people. This mutual
dependency, intensified in particular individual and social circumstances, is
nonetheless so universal that no society could long survive which did not
provide at least minimally satisfactory ways of dealing with it. For developing
nations this is a particularly challenging problem. For the very processes of
development at once extend the range of mutual dependence and limit the
capacity of traditional arrangements to answer the needs it creates.
The
problems take on different forms depending upon whether a particular society is
in the process of making the initial transition from a traditional to a more
organized modern state, is engaged in the early stages of a growing
industrialization, or is facing—like our own American society—the adaptations
necessary to the burgeoning productivity of a highly industrialized economy.
Adaptation
in Early Developmental Period—In the first instance the individual is
faced with an extremely difficult psychological dilemma requiring a high degree
of social reassurance. On the one hand he must relinquish many of the
attitudes, roles and patterns of behavior on which his traditional security had
depended. Adults raised in one tradition must not only adapt their own ways of
thinking but must undertake to raise their children in the new pattern. On the
other hand the very processes of development, especially those associated with
the accumulation of capital necessary for industrialization, may require
deferment of many of the social benefits which modern communication has made
known to him as one of the goals toward which development is striving. He must
be at once motivated toward change by hope and at the same time patient with
respect to its full realization. Maintaining this balance is one of the hardest
tasks of a society in the earliest period of development and one in which
social welfare plays a crucial role.
Adaptation
in Industrial Society—In
a society where the processes of industrialization are well under way, the very
unevenness of development may create serious psychological problems and
tensions. Rarely are the institutional and economic resources of the developing
country sufficient to assure the same degree of opportunity and security to all
segments of the population. Some will benefit from the higher levels of
education, health services, and living standards made possible by industrial
productivity and urbanization, while others may not. Economic and institutional
resources are rarely adequate to assure to all the full range of benefits
recognized as socially desirable. Thus a problem arises not only of making
choices among desirable alternatives and assuring the best use of limited
resources but also of offering sufficient compensatory satisfactions to those
not fully included in the benefits of development to maintain the security and
cooperation of all. Here too social welfare plays a major role.
Mutual
Dependency in a Highly Developed Society—The social problems of a highly
developed society are not the primary focus of this discussion but they deserve
mention in this context in order to make clear that the adaptations of society
to the psychological and social needs of the entire population do not cease
when economic prosperity is achieved. Changes may become even more rapid and
particular groups may be especially disoriented in their relationship to the
total social order. It has been estimated, for example, that in the days ahead
rapid technological change may require an American worker to acquire three
entirely distinct skills in the course of his lifetime. Considering the degree
to which an American traditionally derives his sense of social worth and
identity from his occupation, this is a major source of insecurity. The
distribution of income among various groups of workers and non-workers, and the
social expenditures of government and group enterprise are also a major factor.
And whole groups in the population—the aged, adolescents, women, members of
minority groups, for example—may find the sources of their satisfaction as
members of a supportive society disrupted. In all cases a subjective social
need is involved which any society ignores to its own peril.
2.
Elaborate upon
the philosophy and principles of Labour Welfare.
Ans.
The concept of labour welfare originated in the desire for a humanitarian
approach to ameliorate the sufferings of the workers and their families on
account of the baneful effects of large-scale industrialisation like
undesirable social consequences and the labour problems which have evolved in
the process of transition from tradition to modernity. Later it became a
utilitarian philosophy which worked as a motivating force for labour and for
those who were interested in it. Lastly, labour welfare received inspiration
from the evolution of the social thought in regard to democracy and welfare
state. With such a varied background and changing values, labour welfare and
its contents have acquired a kaleidoscopic nature.
·
The
I.L.O. (SEA) session held at New Delhi in 1947 defined Labour Welfare as “such
services, facilities and amenities, which may be established in or in the
vicinity of, undertakings to enable persons employed therein to perform their
work in healthy, congenial surroundings and to provide them with amenities
conducive to good health and good morale.
·
N.M.
Joshi felt that labour welfare “covers all the efforts which employers make for
the benefit
or their employees over and above the minimum standard of working conditions
fixed by Factories Act and over and above the provision of social legislation
providing against accident, old age, unemployment and sickness”.
·
The
Committee on Labour Welfare (1969) defined labour welfare to “include such
services, facilities and amenities as adequate canteens, rest and recreational
facilities, sanitary and medical facilities, arrangements for travel to and
from work and for the accommodation of workers employed at a distance from
their homes and such other services, amenities, and facilities including social
security measures as contribute to improve the conditions under which workers
are employed”.
An
analysis of the definitions given above presents three broad features of labour
welfare concept, namely – (1) It is anything given beyond the wages to the
workers; (2) The employer, Government, union or any other voluntary body can be
the agency for labour welfare; and (3) Labour welfare can be measures provided
in the precincts of the company, outside the premises of the company, and
social security measures
Labour
welfare is a dynamic concept which acquires new dimensions with the changes in
the environment of industry. It was as early as 1931 that „Whitley Commission
observed‟, “Labour welfare is one which must necessarily be elastic, bearing a
somewhat different interpretation in one country from another, according to the
different social customs, the degree of industrialisation and the educational
development of the workers”. The Rege Committee (1946) observed that, “We
prefer to include under welfare activities anything done for intellectual,
physical, moral and economic betterment of workers whether by employer,
Government or other agencies, over and above provided by law or under some
contract and what is normally over and above provided by law or under some
contract and what is normally expected as part of the contract for service”.
The Study Team, appointed by the Government of India in 1959 to examine labour
welfare activities then existing, divided the entire range of these activities
into three groups, viz., i. Welfare within the precincts of an establishment:
medical aid, crèches, canteens, supply of drinking water, etc., ii. Welfare
outside the establishment: provision for indoor and outdoor recreation,
housing, adult education, visual instructions, etc. and iii. Social security.
Philosophy
of Labor welfare activities:
The
philosophy of labor welfare activities are based on the success of
industrial development and the theory of harmony depends on the cooperation and
relationship between labor and management (employer). Worker has a
fund of knowledge and experience to perform his job. If his ability and skill
to be properly utilized with the right direction, the worker can be a working
good contributor in the prosperity of the organization. And it can be achieve
by work satisfaction of the worker.
The labor welfare
activities in a form of health care centres to facilitate provided through the
idea of a good medical care center to ensure job satisfaction and
productivity improvements will help more. His staffs to be healthy are a basic
need of an organization.
It
is part of the facilities provided by the employer, that would associated with
health care of workers and it would ensure their minimum health hazardous. The
concerning law prescribes the minimum standard, but a progressive employer to
expand its activities must protect the health of workers and their dependents.
In return, their cooperation will be wholehearted, work to maximum efficiency
and attitude will be fair and friendly towards them.
Principles of
Labour Welfare
There
are few fundamental Principles comprises the concept of labour welfare. The
following are most significant of lot:
1
Principle of Social Responsibility
Industries
have a sense of social responsibility towards the upliftment of society. Social
responsibility mainly means the commitments of the industry to pursue those
policies, to take such decisions and to act which are desirable and requisite
for the prevailing conditions in the society. This principle is based on the
social perception of industry and its functionality in the society, that is,
the social responsibility through industry performed by the state. It is
expected that labour welfare activities are a manifestation of an industry's
duty towards its workers. By performing its social duty towards the workers and
society, it expected to win vote of confidence, co-operation from workers,
provide them job security, fair wage and equal opportunity for growth and
development.
2
Principle of Democratic Values
The
principle of democratic values for labour welfare acknowledges that workers may
have unfulfilled needs, that industry has responsibility to render them welfare
services to gratify those needs, and that workers have a right on nature and
manner in which these facilities to be provided. Workers participation in the
administration to formulate the mechanism of welfare measures to be provided.
The underlying assumption to this principle and approach is that the worker is
rational and capable of taking mature decisions.
3
Principle of Adequacy of Wages
The
principle of labour welfare is adequacy of wages, it concedes that labour
welfare services are not a substitute for wages instead it is to motivate and
better working and social life for workers. It will be wrong to pay low wages
on basis of argument that workers are being provided with various labour
welfare facilities. Right to adequate wage is very important and it should be
essential part of labour welfare.
4
Principle of Efficiency
The
fourth principle of labour welfare emphasised on welfare should cultivate more
efficiency and productivity. Even the employer who do not perform social
responsibility, do assent that an organisation must establish all such labour
welfare measures that promote efficiency. It has been often acknowledge that
workers 57 education and training for career advancement, housing facility,
health based facilities and safety measures are the most significant aspects of
labour welfare for greater workers efficiency.
5
Principle of Co- responsibility
The
Principle of Co- responsibility for labour welfare says that the responsibility
for labour welfare lies with both employers and workers, not only on employers
(Moorthy, 1958). Labour welfare measures will not be able achieve the objective
if interest and responsibilities are not borne and understood by both the parties
at organizational level.
6
Principle of Totality of Welfare
The
principle of labour welfare measures is that the theory of labour welfare must
infuse all through the pyramid of an organization and accepted by all levels of
decision makers in the firm.
7
Principle of Re-personalization
The
human development is treated as the main objective of labour welfare which as
per the principle should counteract the harmful effects of the industrial
mechanism. Therefore, it is important to implement labour welfare measures both
inside and outside the premises of factory; enterprise must provide both
intramural and extramural labour welfare facilities.
8
Principle of Co-ordination or Integration
This
is one of the most important Principles for successful implementation of
welfare services. Welfare activities require co-ordinated approach to promote
healthy development of the industrial premises, worker and the community. It is
essential for development of harmony in industrial relations.
3.
Examine the
historical development of Labour Welfare in India.
Ans.
4.
Elaborate upon
the Labour Welfare policy and Five Year Plans.
Ans.
5.
Illicit the
various provisions of Labour Welfare in the Indian Constitution.
Ans.
6.
How does ILO
have an effect on Labour Welfare? Explain.
Ans.
India, a Founding Member of the ILO, has been a permanent member of the ILO
Governing Body since 1922. The first ILO Office in India started in 1928. The
decades of productive partnership between the ILO and its constituents has
mutual trust and respect as underlying principles and is grounded in building
sustained institutional capacities and strengthening capacities of partners. It
has a two-directional focus for socio-economic development: overall strategies
and ground-level approaches.
The
ILO's overarching goal is Decent Work, i.e., promoting opportunities for all
women and men to obtain decent and productive work in conditions of freedom,
equity, security and dignity. DW is at the heart of ILO's strategies for
economic and social progress, central to efforts to reduce poverty and a means
to achieve equitable, inclusive and sustainable development India's 11th Plan's
vision of faster and inclusive growth through a process which yields
broad-based benefits and ensures equality of opportunity for all – with a
strong emphasis on decent working and living conditions for all. A number of
India's 11th Plan targets are in consonance with the DW agenda.
The
DW concept is translated into Decent Work Country Programmes (DWCPs), prepared
and adopted by the tripartite constituents and ILO, at country levels. The
DWCP-India (2007-12), aligned to the 11th Plan and the United Nations Development
Assistance Framework, focuses on 3 priorities.
Priority
1: Opportunities enhanced for productive work for women and men, particularly
for youth and vulnerable groups, especially through skills development;
Priority
2: Social protection progressively extended, particularly in the context of
informalization;
Priority
3: Unacceptable forms of work progressively eliminated.
The
cross-cutting issues are special focus while implementing the DWCP under the
three priority areas are:
(a) Social dialogue and strengthening of partners;
(a) Social dialogue and strengthening of partners;
(b)
Informal economy; and
(c)
Gender equality.
ILO's
current portfolio in India centers around child labour, preventing family
indebtedness employment, skills, integrated approaches for local socio-economic
development and livelihoods promotion, green jobs, value-addition into national
programmes, micro and small enterprises, social security, HIV/AIDS, migration,
industrial relations, dealing with the effects of globalization, productivity
and competitiveness, etc.
The
Decent Work Technical Support Team (DWT) for South Asia stationed in New Delhi,
through its team of Specialists, provides technical support at policy and
operational levels to member States in the sub-region.
7.
Describe the
roles of various agencies of labour welfare in detail.
Ans.
Labour welfare work is generally undertaken by four main agencies viz.,
(a) The employers (b) The workers’ organisation (c) the Central
Government (d) the State Government.
(a)
Employer’s role in welfare work:
Employer
is in direct contact with the employees. His role is pivotal in providing
welfare facilities to the employees over and above what is laid down by law.
There is no denying the fact that some of the leading industrialists in India
are pioneers in providing welfare amenities to their employees. Some of these
employers in this regard are the Mafatlals, J.K. Group.. Godrej, Larsen and
Turbo, Pfizzer, Voltas, Philips, Bajaj, Tisco & Telco etc. They have felt
the necessity of welfare work and its importance in the interest of the
industry and the workers. Various welfare amenities provided by the employers
to the employees include educational facilities, medical facilities, creches,
transport facilities, recreational facilities, gift on the marriage of
children, housing facilities and consumer co-operative societies etc.
The
dimensions of welfare work undertaken by the employers are diverse in nature on
account of different conditions from industry to industry and from unit to unit
in the same industry.
(b)
Labour welfare work by workers’ associations:
This
includes the welfare activities provided by the unions for the benefit of their
members out of their own funds. Various trade unions have done commendable work
in the field of labour welfare. The welfare activities undertaken by the
Ahmedabad Textile Labour Association are worth mentioning.
The
association has to its credit 25 cultural and social centres spread over the
labour intensive areas of the city of Ahmedabad. It provides welfare facilities
for the workers in respect of schools, libraries, dispensaries and maternity
homes, co-operative societies, training in the trade union principles, and
free-legal aid etc.
The
Mill Majdoor Union, Indore has set up various labour welfare centres to provide
recreational and other amenities to its members. It also provides educational
facilities and games to the children of the employees.
Night
classes, reading rooms, facilities of indoor and outdoor games are also
provided to the employees. For the welfare of women employees, educational
facilities and crafts, stitching etc., are also provided.
Similar
other associations like, The Majdoor Sabha, Kanpur, the Rastriya Mill Majdoor
Sangh, Bombay and the Textile Labour Association etc, are also offering many
facilities for considerable improvements in the well being of the workers and
their families.
(c)
Labour Welfare Work By Central Government:
Not
much contribution could be made by the Central Government in the field of
labour welfare prior to the Second World War. The Government started taking
interest in the field of labour welfare during the Second World War. It
extended the schemes of labour welfare in ordinance and ammunition factories.
A
labour welfare advisor was appointed in 1942 for promoting the labour welfare
work. A labour welfare fund was constituted in the year 1946 for financing the
labour welfare measures outside the purview of statutory provisions in public
sector undertakings.
The
Government of India favoured the idea of ‘welfare state’. The government passed
certain Acts, viz. Factories Act, 1948, the Coal Mines Labour Welfare Fund Act,
1947, the Iron Ore Mines Welfare Cess Act, 1961 and the Limestone and Dolomite
Mines Labour Welfare Act, 1972, etc., are important Acts, covering the welfare
of the workers.
Welfare
funds have been created for the workers engaged in coal, iron, orelime stone
and delomit mines. These funds are created by (a) the levy of cess in the coke
and coal despatches from the colleries (b) an ad velorem cess on the export of
mica, (c) a cess is levied on the production in iron-ore mining industries (d)
a cess is levied on lime stone and delomit consumed by iron and Steel Mills,
Cement and other factories.
(d)
Labour Welfare Work by State Governments:
Various
State Governments and Union Territories have established different welfare
centres which are providing educational, health, recreational and other
facilities to the workers. Different cultural activities, games, sports,
training in handicrafts, library, gymnasium and tailoring classes for women workers
are being provided by different State Governments.
The
State Governments have passed Labour Welfare Funds Acts from time to time to
safeguard the interests of the workers and their families. Some of the
important Acts passed by the State Governments are the Bombay Labour Welfare
Fund Act (1953); the Mysore Labour Welfare Fund Act (1965) etc. The main
sources of finances for these funds are (i) fines realised from the employees,
(ii) unpaid wages, bonus, gratuity and all unpaid arrears, (iii) fines imposed
on the employers by courts for defaults; (iv) Voluntary donations, (v) any fund
transferred from any other labour welfare fund; (vi) all grants from the
Central/State Governments; (vii) unclaimed and forfeited sums in Provident Fund
Accounts and (viii) Any sum borrowed, etc. In addition to what has been
explained above in respect of labour in India, a large number of voluntary
social organisations have taken welfare activities in respect of night-schools,
libraries, recreation health etc.
8.
What are the
duties and functions of Labour Welfare Officer?
Ans.
As early as 1931, the Royal Commission on labour recommended the appointment of
a labour officer to eliminate the position of evil practices of Jobbers who
used to engage and dismiss labour. Initially, employers did not pay heed to
this recommendation. But the State Government took the initiative in 1934, when
it passed the Bombay Disputes Conciliation Act, providing for the appointment
of a government labour officer who would deal with labour grievances. The Same
year, the Bombay Millowners’ Association was persuaded by the State Government
to appoint its own labour officer. Cotton Textile mills followed suit, and 26
labour officers were appointed in the Bombay textile mills by 1940.
However,
during the War, the police function gradually changed to welfare function, and
the labour officer assisted in the setting up of food shops and the
organizations of sports and welfare activities for employees. Gradually, this
position began to discharge the functions of a labour welfare officer. In 1946,
the Labour Investigation Committee strengthened his position and his importance
was stressed in the Factories Act of 1948, which stated that “the owner of
every factory with 500 or more workers is obliged to employ the prescribed
number of welfare officers.
Who
is Labour welfare officer? Schedule 49 of the Factories Act 1948, provides that
in every factory wherein 500 or more workers are ordinarily employed, the
employer shall appoint a person who can act as an advisor, counsellor, mediator
and liaisoning between the management and the labour, for improving the
efficiency, productivity and profitability of organization. Here, s/he is
called Labour Welfare officer.
Professionally
he or she should be Post Graduate in Social Science, Diploma in Labour welfare,
recognised by the State Government, 3-5 years working experience in Industrial
Safety and finally having hard working ability and sound communication Skills.
Main
objectives of this Position:
•
To eliminate the evils of the jobber system in the recruitment of labour
•
To develop and improve the labour administration in mills / factory.
•
To serve as a liaison with the State Labour Commissioner.
Duties
of Labour Welfare officer:
The
Malaviya Committee’s Report on Labour Welfare in 1969, following the model
rules framed under the Factories Act of 1948, has specified the following
duties of welfare officers:
1.
Supervision
2.
Advice
3.
Liaison and,
4.
Counselling
1.
SUPERVISION:
•
Safety, health and welfare programmes like housing, recreation and sanitation
services, as provided under the law.
•
Working of joint committees;
•
Grant of leave with wages as provided; and
•
Redress of workers’ grievances
2.
ADVICING MANAGERS IN THE MATTERS OF:
•
Formulating welfare policies;
•
Apprenticeship training programs;
•
Complying with statutory obligations to workers
•
Developing fringe benefits;
•
Workers’ education
3.
LIAISONING:
3.1.
Liaison with workers so that they may –
•
Appreciate the need for harmonious industrial relations in the plant;
•
Resolve disputes, if any;
•
Understand the limitations under which they operate; and
•
Interpret company policies correctly.
3.2.
Liaison with management so that they may:
•
appreciate the worker’s view point on various matters connected with the plant;
•
meet their obligations under the Act;
•
maintain harmonious industrial relations in the plant;
•
Suggest measures for the promotion of the general well-being of workers.
3.3.
Liaison with inside factory agencies such as the factory inspector, medical
officers, and other inspectors with a view to securing a proper enforcement of
the various Acts as applicable to the plant; 3.4. Liaison with other agencies
in the community with a view to helping workers to make use of community
services.
3.5
Liaison with the state labour commissioner with a view to administration of
welfare involves decisions on (i) welfare policy, (ii) organization of welfare,
and (iii) assessment of effectiveness
4.
COUNSELLING:
The
latest trend catching up in the corporate HR across the world is 'Employee
Counselling at Workplace'.
In
the world of ever increasing complexity and the stress in the lives, especially
the workplaces of the employees, employee counselling has emerged as the latest
HR tool to attract and retain its best employees and also to increase the
quality of the workforce.
In
today's fast-paced corporate world, there is virtually no organisation free of
stress or stress-free employees.
The
employees can be stressed, depressed, suffering from too much anxiety arising
out of various workplace related issues like managing deadlines, meeting
targets, lack of time to fulfil personal and family commitments, or bereaved
and disturbed due to some personal problem etc.
Organisations
have realized the importance of having a stress-free yet motivated and capable
workforce.
Welfare
measures are not only the solution.
Therefore,
many companies have integrated the counselling services beside welfare in their
organisations and making it a part of the duties of labour welfare officer as
well as their management culture of the organization.
Now
the question comes what is Counselling actually?
•
Counselling is guiding, consoling, advising and sharing and helping to resolve
their problems whenever the need arises.
•
Technically, Counselling is a technique for the experts to identify and analyze
the work related problems, performance and behaviour of the employees and to
help them cope with it, resolve the conflicts and tribulations and re-enforce
the desired results.
Why
counselling, is essential now a days for every organization? It is crystal
clear that employees personal problems affects his or her performance at work
and ultimately it affected the overall performance of the organization in terms
of quality, productivity and profitability. Therefore, counselling basically is
a manager – initiated strategy for improving employee’s performance.
Table:
Interrelationship between personal problems to performance problem to
organizational consequences
The
purposes of employee counselling:
•
To provide help for employees who are having problems before they develop into
more serious issues e.g. alcohol/substance misuse, increased accident rate etc.
•
To ensure that counselling is separate from disciplinary procedures.
•
The service must be available to and of benefit to all employees in life
council.
Principles
of Good Counselling:
•
Strengthening communication between managers / Officers and employees/
labourers.
•
Making the employee understand performance level exhibited by him – successful
performance or marginal.
•
Involving the employee in problem solving process.
•
Enabling the employees to identify elements that contributed to success.
•
Helping the employee to attain performance objectives.
•
Encourage the employee to learn.
•
Focusing on behaviour not personality.
•
Using reinforcement techniques to shape behaviour.
•
Reposing trust and confidence in the employee for achieving performance
objectives.
•
Maintaining and increasing the employee’s self-esteem.
•
Documenting the discussion.
•
Ensure the reward and punishment for deserving employees in all level.
Types
of Counselling:
1.
Telling (counselling mechanically without concern to the counselee's feelings/
attitudes.
2.
Manipulating (counselling with the client’s human feelings rather than the
problems)
3.
Advising (counselling with the client’s problems and feelings too)
Different
approaches / methods of Counselling:
A.
Indirect Counselling
B.
Direct Counselling
C.
Confrontational Counselling
A.
Indirect Counselling: Here the counsellor adapts open-minded approach to both
the client and the problem and as such no solution is forced on the client’s.
Therefore, the counselee is encouraged to offer modifications to the solutions
offered by the counsellor before selecting the best solution.
B.
Direct Counselling: Counsellor in direct approach has the knowledge and
preconceived idea of the client and the problem. Therefore, the counsellor
decides upon the solution quite before the client offers his/her views and
forces his/her solutions upon the counselee. Thus the counsellor follows
standard solutions in the direct counselling.
C.
Confrontational Counselling: Counsellor in this approach intentionally provokes
the counselee to make emotional statements about him / her and others relating
to the problem.
The
purpose of this approach is to know the truth and the core issue of the
problem. This method is more appropriate when the counselee refuses to accept
the truth and defends him / her. The counsellor should be highly skilled and
diplomat to use this method more wisely.
Basic
requisites of employee counselling
•
Employee Counselling needs to be tackled carefully, both on the part of the organisation
and the counsellor.
•
The counselling can turn into a sensitive series of events for the employee and
the organisation; therefore, the counsellor should be either a professional or
an experienced, mature employee.
•
The counsellor should be flexible in his approach and a patient listener.
•
He should have the warmth required to win the trust of the employee so that he
can share his thoughts and problems with him without any inhibitions.
•
Active and effective listening is one of the most important aspects of the
employee counselling.
•
Time should not be a constraint in the process.
•
The counsellor should be able to identify the problem and offer concrete
advice.
•
The counsellor should be able to help the employee to boost the morale and
spirit of the employee, create a positive outlook and help him take decisions
to deal with the problem.
In
conclusion it can be stated that a Labour welfare officer is basically a
counsellor with competent technical knowledge, well versed in labour laws
(statutory and non statutory) and human values and able to guide and advice for
corrective decisions & actions against the problems the employees are
facing. His or her primary skills must be actively listening, responding and
questioning. While counselling he / she should ask questions, listen
attentively what the counselee says, observe the body language of the
counselee, ascertain the core problem tactfully, be patient and remain neutral,
should not offer solutions even before the counselee explains the problem, give
or impose solutions, be critical and judgemental, finally jump to final
judgements and ventilate emotions. Through proper counselling, and supervising,
a labour welfare officer can helps employees and employers in many ways like: •
Assist to employees to resolve difficulties in a supportive and professional
manner. Whether a crisis or something that has been worrying the employees for
sometimes, counselling can assist them to understand the problem, its impact
and to develop strategies to cope with it. • Can provide result in quicker and
less stressful resolution of the problems with less disruption to the
workplace. • Helping the employees to have better control over their lives,
take their decisions wisely and better charge of their responsibilities; reduce
the level of stress and anxiety. • Employees and employers both can have desirable
consequences for the organisation. • Helps the organisation by building a sense
of commitment among the employees that the organization cares for them, •
Finally modify the behaviour of the employees and more so to reenforce the
desired behaviour and improve and increase the employee productivity. In brief,
the welfare officer has to concern himself with the implementation of labour
laws and the maintenance of proper working conditions; with matters relating to
the workers’ well-being; with industrial peace and harmonious labour relations.
He has to plan to increase productivity and is expected to act, while
discharging his responsibilities, as an advisor, counsellor, mediator and
liaison man between management and labour.
9.
Write a detailed
note on the Factories Act, 1948, focusing on the labour welfare provisions
under it.
Ans.
Some of the provisions relating to the Labour
Welfare as mentioned in the Factories Act, 1948 are: (1) Washing Facilities (2)
Facilities for storing and drying clothing (3) Facilities for sitting (4) First
aid appliances (5) Canteens (6) Shelters, rest rooms and lunch rooms (7)
Creches and (8) Welfare officers
The
Factories Act, 1948 contains the following provisions relating to Labour
Welfare:
(1)
Washing Facilities:
In
every factory (a) adequate and suitable facilities shall be provided and
maintained for the use of workers; (b) separate and adequately screened
facilities shall be provided for the use of male and female workers; (c) such
facilities shall be easily accessible and shall be kept clean.
(2)
Facilities for storing and drying clothing:
In
every factory provision for suitable place should exist for keeping clothing
not worn during working hours and for the drying of wet clothing.
(3)
Facilities for sitting:
In
every factory, suitable arrangements for sitting shall be provided and
maintained for all workers who are obliged to work in a standing position so
that the workers may take advantage of any opportunity for rest which may occur
in the course of work. If in any factory workers can efficiently do their work
in a sitting position, the Chief inspector may require the occupier of the
factory to provide such seating arrangements as may be practicable.
(4)
First aid appliances:
Under
the Act, the provisions for first-aid appliances are obligatory. At least one
first-aid box or cupboard with the prescribed contents should be maintained for
every 150 workers. It should be readily accessible during all working hours.
Each
first-aid box or cupboard shall be kept in the charge of a separate responsible
person who holds a certificate in the first-aid treatment recognised by the
State Government and who shall always be readily available during the working
hours of the factory.
In
every factory wherein more than 500 workers are ordinarily employed there shall
be provided and maintained an ambulance room of the prescribed size containing
the prescribed equipment. The ambulance room shall be in the charge of properly
qualified medical and nursing staff. These facilities shall always be made
readily available during the working hours of the factory.
(5)
Canteens:
In
every factory employing more than 250 workers, the State government may make
rules requiring that a canteen or canteens shall be provided for the use of
workers. Such rules may provide for (a) the date by which the canteen shall be
provided, (b) the standards in respect of constitution, accommodation,
furniture and other equipment of the canteen; (c) the foodstuffs to be served
therein and charges which may be paid thereof; (d) the constitution of a
managing committee for the canteens and representation of the workers in the
management of the canteen; (e) the items of expenditure in the running of the
canteen which are not to be taken into account in fixing the cost of foodstuffs
and which shall be borne by the employer; (f) the delegation to the Chief
inspector, of the power to make rules under clause (c).
(6)
Shelters, rest rooms and lunch rooms:
In
every factory wherein more than 150 workers are ordinarily employed, there shall
be a provision for shelters, rest room and a suitable lunch room where workers
can eat meals brought by them with provision for drinking water.
Where
a lunch room exists, no worker shall eat any food in the work room. Such
shelters or rest rooms or lunch rooms shall be sufficiently lighted and
ventilated and shall be maintained in a cool and clean condition.
(7)
Creches:
In
every factory wherein more than 30 women workers are ordinarily employed there
shall be provided and maintained a suitable room or rooms for the use of
children under the age of six years of such women.
Such
rooms shall provide adequate accommodation, shall be adequately lighted and
ventilated, shall be maintained in clean and proper sanitary conditions and
shall be under the charge of women trained in the care of children and infants.
The
State government may make rules for the provision of additional facilities for
the care of children belonging to women workers including suitable provision of
facilities:—
(a)
For washing and changing their clothing
(b)
of free milk or refreshment or both for the children, and
(c)
for the mothers of children to feed them at the necessary intervals.
(8)
Welfare officers:
In
every factory wherein 500 or more workers are ordinarily employed, the occupier
shall employ in the factory such number of welfare officers as may be
prescribed under Sec. 49(1). The State government may prescribe the duties,
qualifications and conditions of service of such officers.
10. Short Notes:
- Statutory
and Non-Statutory Labour Welfare programmes
Ans.
Statuary
welfare benefits
The
statutory welfare benefits schemes include the following provisions:
- 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.
- Latrines
and Urinals: 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 the same
are to be maintained in a hygienic condition.
- 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.
- Maternity
& Adoption Leave – Employees can avail maternity
or adoption leaves. Paternity leave policies have also been introduced by
various companies.
- 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.
- Sexual
Harassment Policy: To protect an employee from
harassments of any kind, guidelines are provided for proper action and
also for protecting the aggrieved employee. For more information go
through - Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013.
Non statutory benefits
Many non-statutory welfare benefits
may include the following schemes:
- Personal
Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up
- Flexi-time: The
main objective of the flexitime 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.
- Employee
Assistance Programs: Various assistance programs are arranged
like external counselling service so that employees or members of their
immediate family can get counselling on various matters.
- Employee
Referral Scheme: In
several companies employee referral scheme is implemented to encourage
employees to refer friends and relatives for employment in the
organization.
- Extra-mural
and Intra-mural Welfare Amenities
Ans.
(1) Intra-mural
Facilities:
The
facilities provided inside the factory are known as intra-mural facilities.
These facilities include activities relating to minimisation of industrial
fatigue, provision of safety measures like fencing and covering of machines,
good layout of the plant and machinery, sufficient lighting conditions,
provision of first aid appliances etc.
Provisions of
such facilities are also obligatory in all industrial establishments all over
the world.
(2) Extra-mural
Facilities:
Facilities
offered to the workers outside the factory are known as extra-mural facilities.
They include better housing accommodations, indoor and outdoor recreation
sports, educational facilities etc. The provision of these facilities is
voluntary. Earlier, due attention was not given to the provision of extra-mural
facilities to the workers but now it is realised that these facilities are very
important for the general welfare and upliftment of the workers.
UNIT
III
11. Examine the significance of Social
Security measures for employees and its impact on employee productivity.
Ans. It
has been suggested by various commentators that social security contributes to
economic growth by raising labour productivity and enhancing social stability.
Various types of social security are particularly relevant to labour
productivity:
·
Health-care systems help to maintain
workers in good health and to cure those who become sick. Poor health is a
major cause of low productivity in many developing countries where workers do
not have access to adequate health care. Not only does it limit their ability
to cope with the physical demands of their jobs, but it also leads to sickness
absence and can seriously undermine efficiency even among workers who do not
absent them from work. Care for workers’ family members helps to ensure the
good health of the future labour force.
·
Pension systems ease the departure of
older workers from the labour force, thereby helping to avoid the problem of
workers remaining in employment when their productivity has fallen to a low
level.
·
Cash sickness benefit contributes to the
recovery of sick workers by removing the financial pressure to carry on working
when ill. It also helps to maintain the productivity of other workers by
countering the spread of infection.
·
Maternity insurance is of particular
importance for the reproduction of a healthy workforce, as well as for the
maintenance of the health of working mothers.
·
Work injury schemes — the oldest and
most widespread form of social security — is playing an increasingly important
role in preventing work-related accidents and sickness and in rehabilitating
workers who fall victim to these. Such activities are of considerable relevance
to productivity, given the enormous numbers of days off work attributable to
avoidable health risks.
·
Unemployment benefit provides unemployed
workers with the breathing space they need in order to find suitable work which
makes full use of their talents and potential; the associated employment and
training services are also highly relevant in this respect.
·
Child benefits (and other cash benefits
provided when the breadwinner is unable to work) help to ensure that families
with children have enough income to provide proper nutrition and a healthy
living environment for their children. In developing countries, child benefits
can also be a powerful instrument to combat child labour and promote school
attendance. Children can thus receive an education that will permit them in the
long run to attain much higher levels of productivity and income.
More
indirect effects on productivity may also be important. The existence of a good
unemployment insurance system creates a feeling of security among the workforce
which can greatly facilitate structural change and technological innovations
that workers might otherwise perceive as a great threat to their livelihoods.
The link between these issues was graphically illustrated in the Republic of
Korea by the Tripartite Accord of 1998 under which workers’ organizations
accepted greater labour market flexibility, including lay-offs, in exchange for
better social protection.
Social
security helps create a more positive attitude not just to structural and
technological change, but also to the challenges of globalization and to its
potential benefits in terms of greater efficiency and higher productivity.
Countries with relatively open national economies (a high ratio of trade to
GDP) and high exposure to external risks (high variability in the relative
prices of imports and exports) have been observed to provide high levels of
social security. It appears that societies which expose themselves to more
external risk demand a higher degree of social protection. Globalization and
social security thus tend to be mutually reinforcing.
Social
security can be an important factor in the maintenance of effective demand and
of business confidence. This effect is most obvious in the case of unemployment
benefits, which help to maintain the purchasing power of workers who have lost
their jobs. However, other social security benefits also act as an economic
buffer during a recession or crisis. Without them, the multiplier effects of
the first round of job losses could be followed by second and third rounds that
could cut deep into the social fabric of the community, as well as leaving much
of the economy working well below capacity. Social security thus helps to
prevent production from falling too far and to keep companies in business, with
their workforce intact, ready to participate in the upswing when it comes.
12. Short Notes:
a. Social Assistance
b. Social Insurance
13. Throw light upon the development of Social Security
in India.
14. Elaborate upon the social security measures taken
for Industrial employees.
Ans. The growth of
industrialised communities made it evident that most people have to depend on
the capacity to work. In a day’s work they meet their needs for that day, and
whenever they are not able to be at work, for any reason, they face hardships.
It is to meet this type of need the concept of social security was developed.
According to ILO report entitled – “Approaches to Social Security” social
security is the security that society furnishes, through appropriate
organisation, against certain risks to which its members are exposed. The risks
are essentially contingencies against which the individuals of small means can
not effectively provide by their own ability or foresight alone or even in
private combination with others. According to Lord Beveridge, social security
is an attack on five giants such as wants, disease, ignorance, squalor and
idleness.
Friedlander
defines social security as, “program of protectionism provided by society
against the contingencies of modern life such as sickness, unemployment, old
age, dependency, industrial accidents and invalidism against which the individual
cannot be expected to protect himself and his family by his own ability or
foresight. In the Encyclopaedia of social work, social security has been
defined as “the endeavour of the community, as a whole, to afford itself to the
utmost extent possible to help any individual during periods of physical
distress inevitable or illness or injury and from the economic distress
consequent on reduction or loss of earnings due to illness, disablement,
maternity unemployment, old age, or death of the working member.
Social
security may generally be defined as protection provided by the state to its
members against providential mishaps over which a man has no control. This
protection is provided through proper organisation. Thus social security is the
security, which the society especially the state and employers, furnish through
appropriate organisations to the individual members of the society who are
exposed to certain risks.
Social
security measures vary from country to country. But the common characteristics
of social security are: (i) They are established by law; (ii) They provide some
form of cash payment to individuals to replace at least a part of the lost
income that occurs due to such contingencies as unemployment, maternity, work
injury, invalidism, sickness, old age and death; (iii) The benefits or services
are provided in three major ways such as social insurance, social assistance
and public service. The various social security benefits normally provided have
been outlined hereunder.
A)
Coal
Mines Provident Fund
The Coal Mines
Provident Fund Organisation is an autonomous body under the Ministry of Coal,
Government of India. It was established in 1948 through an Act of parliament to
administer different schemes of provident fund, pension and deposit linked
insurance for coal miners. These schemes are administered through the Board of
Trustees comprising 21 members representing Union of India, State Government,
Employer’s and Employees representatives under the chairmanship of Secretary
(coal), Government of India. The commissioner is the CEO and ex-office member
of the Board. The organisation provides services to over 5 lakh members and
more than 2 lakh pensioners. The headquarters of the CMPFO are at Dhanbad in
Bihar and its 23 regional offices are spread all over India. It is responsible
for administering the coal mines provident fund scheme 1948; coal mines pension
scheme-1998 and coal mines deposit linked insurance scheme-1976. These three
schemes are administered by a tripartite board of trustees, consisting of
Government representatives, employers representatives and employees
representatives.
The Coal Mine
Provident Fund Act covers all the employees in mines irrespective of the
quantum of wages and salaries drawn by them. The statutory rate of contribution
for employees is fixed at 12 per cent of wages, while the management also makes
a matching contribution24. Employees can draw loans from their provident fund
account for the purchase of dwelling sites or for meeting the educational or
marriage needs of their children. 25
B)
Gratuity
Gratuity is a
retirement benefit payable to employees with long and unblemished service by
the employer as per the payment of Gratuity Act, 1972. In other words, gratuity
is a reward for long and meritorious service. Every employee, irrespective of
his remuneration is entitled to receive gratuity if he/she has rendered service
for five years or more. Gratuity is payable at the time of termination of
service on account of retirement, resignation, death or disablement due to accident
or disease. It is to be noted that the condition of 5 years of service is not
applicable if the termination of service is due to death or permanent
disablement. Gratuity is payable to the nominee and if there is no nominee, it
is payable to the legal heirs. Gratuity is normally paid at the rate of 15 days
wages for every year of completed service25. The maximum gratuity payable varies
from company to company.
C)
Coal
Mines Pension Scheme
One attraction
for a Government job is the provision for old age. This ensures a regular
income after retirement and instills a feeling of security among the employees.
The important aspect in a pension scheme is that an employee with a minimum
period of service becomes eligible for a certain percentage of salary as pension
after his/her retirement from service. He gets it regularly every month as if
he were in service. Here again the rate of pension is dependent on the period
of service. As per Coal Mines Pension Scheme, an employee after completion of
30 years of pensionable service and on attaining the age of superannuation
shall be eligible to receive monthly pension at the rate of 25 per 26 cent of
the average emoluments or not less than Rs.350 from the following date of
superannuation till the date of his death. Further, where an employee has not
completed 30 years but has completed 10 years of pensionable service on
attaining the age of superannuation, the pension shall be determined in terms
of the following formula such as Length of pensionable service × 25 per cent of
the average emoluments26. Generally, Mining Companies pay different types of
pensions such as disablement pension, monthly widow or widower pension and
children pension. In case of disablement pension, if an employee after
rendering 10 years of pensionable service becomes permanently handicapped or
disabled, he shall be entitled to disablement pension at the rate of 25 per
cent of the average emoluments or not less than Rs.350. In case of
widow/widower pension, the legally wedded wife/husband is entitled to a widow
or widower pension. It is to be noted that if an employee has two wives at the
time of his death, the surviving widows are eligible for equal share in the
amount of widow pension. Children pension is payable to two of the eldest sons
or unmarried daughters till they attain the age of 25 years or in the case of
unmarried daughter till the date of her marriage, whichever is earlier.
D)
Workmen
Compensation
Employees who
work in companies are prone to accidents due to which they suffer a lot in life.
Hence, they need to be compensated properly. In view of this, the Government of
India enacted Workmen Compensation Act, 1923. As per the Act, employers have an
obligation to pay compensation to workmen for all personal injuries caused to
them by accidents arising out of and in the course 27 of their employment,
which disable them for more than 3 days resulting in a loss of earning
capacity. The Act distinguishes between 3 types of injuries namely permanent
partial disablement, permanent total disablement and temporary disablement. The
principal difference between permanent partial disablement and permanent total
disablement is that the former results in less than 100 per cent loss of
earning capacity while the latter results in 100 per cent or more loss of
earning capacity. Temporary disablement on the other hand is one, which makes a
workman temporarily incapable of doing the work, which he was doing prior to
the injury. The compensation in case of death ranges from Rs.1 lakh to Rs.5
lakhs and it varies from organisation to organisation. It is to be noted that
the payment of compensation is squarely the responsibility of the employer of
the establishment concerned27.
E)
Maternity
Benefit Companies provide maternity benefit to women workers and employees in
accordance with the rules and regulations of Maternity Benefit Act 1961. The
Act is not applicable to the employees covered under the ESI Act 194828. As per
the Act, women employees are eligible for maternity leave for a period of 12
weeks subject to the condition that they have actually worked for a period of
160 days in the 12 months immediately preceding the day of her expected
delivery. The Act also provides for 6 weeks leave in case of medical
termination of pregnancy and two weeks leave in case of tubectomy operation and
a maximum one month leave in case of illness arising out of medical termination
of pregnancy or tubectomy. During this period, companies pay full wages to
women employees. 28 In the recent past, the Central Government increased the maternity
leave from 12 weeks/84 days to 180 days or 6 months29. It has been found that
the legislation has led to a tendency among some employers not to employ
married women and discharge them on signs of pregnancy.
F)
Insurance
Benefits In the industrial organisation employees are exposed to various
hazards both within the organisation as well as outside. For instance,
occupational hazards are common to every employee. All the same, they are prone
to accidents outside. In view of this, companies provide insurance cover to
employees by taking various insurance policies group life insurance, group
service linked insurance, family benefit insurance, accidental benefit
insurance etc. These insurance schemes help the employees and their families
financially. For instance, group insurance scheme provides insurance cover to
all the employees who work under one employer. Similarly, family benefit
insurance scheme also helps employees and their families financially. Further,
accidental insurance policies bail the employees out when they meet with
accidents30. The attractive features of these insurance schemes are simple
insurable conditions, low premiums and easy administration.
To sum up
employee welfare and social security play a vital role in any industrial
society. Provision of welfare and social security measures to the workers and
other employees has received much importance to maintain good 29 industrial
relations. Welfare and social security facilities influence the motivation of
employees whereby they feel that the employer and the government are interested
in their welfare and happiness and their tendency to grouse and grumble
steadily disappears. From this, the industrial peace will emerge and ultimately
higher productivity will be achieved.
15. Write a note on the evolution of machinery for
labour administration.
Ans. In 1999 the
Governing Body of the International Labour Office decided that a general
discussion on social security should take place at the International Labour
Conference in 2001. The objective of this discussion is to establish an ILO
vision of social security that, while continuing to be rooted in the basic
principles of the ILO, responds to the new issues and challenges facing social
security. In a second stage this may lead to the development of new instruments
or to the possible updating or revision of existing standards.
During
the last two decades specific aspects of social security have been discussed at
the International Labour Conference on various occasions. Most recently, in
2000, the Conference looked closely at the subject of maternity benefits when
it revised the Maternity Protection Convention (Revised), 1952 (No. 103), and
Recommendation (No. 95). Unemployment benefits were on the agenda in 1987 and
1988 when the Employment Promotion and Protection against Unemployment
Convention, 1988 (No. 168), was discussed and adopted. In 1987 the Social
Security (Seafarers) Convention (Revised) (No. 165) was adopted. The special
needs of migrants were taken into account with the adoption in 1982 of the
Maintenance of Social Security Rights Convention (No. 157).
However,
it was in the 1950s — with the adoption in 1952 of the Social Security (Minimum
Standards) Convention (No. 102) — and the 1960s — with the adoption of a series
of superior standards — that the Conference dealt with the broad range of
benefits provided by social security.
The
last opportunity that the Conference had to consider social security as a whole
was at the 80th Session in 1993 in the discussion of the Report of the
Director-General, Social insurance and social protection. That discussion
confirmed the bleak picture concerning the developing countries painted in the
Report. The unfavourable situation of women with regard to social protection
was emphasized, as was the social distress which had resulted from structural
adjustment policies. Some delegates had found the Report’s analysis too
optimistic with respect to the industrialized countries, noting that social
protection was deteriorating, very often at the expense of the most vulnerable
groups of the population. The social problems in the economies in transition
were stressed: to ensure a smooth economic transformation and the development
of democracy, it was vital to strengthen social protection. Many spoke about
the relationship between economic growth and social protection, but it was
clear that views differed considerably on this subject.
The
Governing Body has identified a number of key issues that should be taken into
account in the general discussion in 2001. These include: the interconnections
between social security, employment and development; extension of the personal
coverage of social protection; gender equality; the financing of social
security; expanding social dialogue; and implications for future ILO work.
UNIT
IV
16. Swot up the importance and provisions of Provident
Fund organisations.
17. Central labour administrative machinery is “for
the formulation of labour policy, enforcement of labour laws and for the
promotion of labour welfare.” Explain.
18. Write detailed notes on:
a. ESI Schemes
b. Central Board of Workers’ Education
19. Discuss the significance of Labour Welfare
measures with respect to Education of and for labour.
20. What role do the employers and workers trade
union play in relation to labour welfare?
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