intro
TRANSCRIPT
INTRODUCTION
Labour has an important role to play in the economic
development of any country. Labour includes all the efforts made
by man to a living. There fore it is necessary to safeguard the
interests of the labourers in order to enhance their productive
efficiency.
The purpose of adopting the welfare measures to bring
about the development of the whole personality of the worker,
his social, Psychological, Economic, Moral, Culture and
intellectual excellence. This will shape him to be a good worker
and a responsible citizen of this country.
Labour Welfare is a broad term which includes Social
security, Medical facilities, Crèches, Canteen facilities,
Recreation, Housing facilities, Educational facilities and Transport
facilities.
Rapid industrialization and urbanization have made
employees dependent on capitalists. Inflation has made their lot
poor and they find it difficult to maintain their standard of life. In
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such situation employee welfare facilities enable workers to live a
richer and more satisfactory life.
Labour comprises all human efforts of body and mind, which
is exchanged for a consideration in cash or kind or both. Labour
has an important role to play in the economic development of
any country. Labour includes all the efforts made by man to earn
a living. Therefore it is necessary to safeguard the interest of the
labour in order to enhance their productive efficiency.
Welfare in a broad concept, it refers to a condition of living
of an individual or group, in a desirable and happy state of
relationship with the whole environment-ecological, economical
and social. Ecological welfare means environment friendly
existence, ecological balance, pollution free existence and proper
sanitation. Social welfare is the prevention of discrimination
based on caste, creed, sex, establishment of equity and earning
safety, health and social security. Economic welfare means
increasing individual earning and at the same time promoting
economic development of society by increasing production,
productivity, and quality of product and services.
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The productivity and quality of production in country
depend upon the availability of efficient labour force. Generally
the efficiency of labour depends on the attitude of the
management and the welfare measures extend to them.
Labour welfare is a broad term which includes social
security, medical facilities, canteen facilities, housing facilities,
educational facilities, transport facilities, etc.,
VARIOUS DEFINITIONS OF LABOUR WELFARE
To Chambers dictionary, it is a state of faring or doing well,
freedom from calamity, enjoyment of health prosperity, etc.,
Therefore welfare denotes a condition of well being, happiness,
satisfaction, conservation and development of human resources.
The concept of welfare is necessarily elastic in character. It
varies in its interpretation from country and from time to time,
depending on the industrialization and general level of social and
economic development.
“ The efforts to make life worth living for workmen”.
- Oxford Dictionary.
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“ Labour welfare means anything done for the comfort and
improvement, intellectual or social, of the employees over and
above the wages paid which is not necessity of the industry”.
- Arthur James Todd.
ACCORDING TO ILO REPORT
“Workers” welfare may be understood as including such
services facilities and amenities, which may be established in, or
in the vicinity of undertakings to perform their work in healthy
and congenial surroundings and to avail of facilities which
improve their health and bring high morale.
THE COMMITTEE ON LABOUR WELFARE (1969) DEFINED
IT AS
“Such services, facilities and amenities as adequate
canteen, rest and recreation facilities, sanitary and medical
facilities, arrangements for travel to and from work and for the
such other services, amenities and facilities including social
security measures as contribute to improve the condition under
which workers are employed”.
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ACCORDING TO THE LABOUR INVESTIGATION COMMITTEE (1946)
“Employee welfare means” anything done for intellectual
physical, moral and economic betterment of the workers,
whether by employers, by government or by other agencies, over
and above what in laid down by law, or what is normally expected
on the part of the contracted benefit for which workers may be
bargained”.
AIMS AND OBJECTIVES OF LABOUR WELFARE
The employee welfare activities seek to achieve the following
objectives.
To give expression to philanthropic and paternalistic
feelings.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialists ideas.
To build up stable labour force, to reduce labour turnover
and absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn good will and enhance public image.
To reduce the threat of further government intervention.
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To make recruitment effective (because these benefits add
to job appeal).
CLASSIFICATION OF WELFARE MEASURES
EXTRA – MURAL ACTIVITIES (OR) BENEFITS
Extra – mural activities are commonly known benefits :
Social security, medical cover, insurance, pension,
provident fund, leave travel facilities, Maternity facilities,
compensation against injury and fair price shops.
INTRA-MURAL ACTIVITIES (OR) SERVICES
There are commonly known as services :
Safety clothes, Toilet blocks, Canteen, Wash rooms,
Transport, Bath rooms, Rest Room, Bank, Change room,
recreational facilities, Schools, Auditorium, and Creches.
I) STATUTORY MEASURES
Statutory welfare measures are those laid down by
government through enactment of legislative laws.
FACTORIS ACT, 1948
The principal act to provide for various labour welfare
measures in India is
Factories Act, 1948. This Act contains among others,
detailed provision about appointment of labour welfare officer for
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the health of workers, for the safety workers and the welfare of
employees.
A) HEALTH AND MEDICAL FACILITIES :
Factories Act 1948, deals with the health of workers in a
factory. The following provisions have been incorporated to
protect the health of workers.
1. Cleanliness (Sec 11)2. Disposal of waste and effluents (Sec 12)3. Ventilation and temperature (Sec 13)4. Prevention of dust and fume (Sec 14)5. Provision of artificial humidification (Sec 15)6. Over crowding (Sec 16)7. Lighting (Sec 17)8. Drinking water facilities (Sec 18)9. Latrines and urinals (Sec 19)10. Spittoons (Sec 20)
B) EMPLOYEES PENSION SCHEME 1971
The family pension seeks to provide some monetary relief
to the family members of employees, who die in service, i.e.,
before superannuating. In the event of an employee’s death his
family gets pension on a graded scale depending the employee’s
last salary grade.
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C) EMPLOYEE STATE INSURANCE ACT 1948
This act applies in the first instance, to the factories using
power and employing 20 or more persons. The objective of this
act in to provide certain benefits to the employees in case of
sickness, maternity, disablement, medical and funerals and to
evolve a scheme for socio-economic welfare of the workers. The
covers all the factories and industries that run on permanent
basis and it does not include any seasonal factory.
D) WORKEMEN’S COMPENSATION ACT 1923
This act is intended to provide for compensation to those
workmen who sustain personal injuries by the accident arising
out of and in the course of their employment. The act applies to
all permanent employees employed in railways, factories, mines,
and plantations, mechanically prepared vehicles, construction
work and certain hazardous occupations.
An employer in liable to pay compensation to a workman for
personal injury caused to him by accident as well as occupational
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diseases contracted by him. The amount of compensation
payable to a workman depends on the nature of injury caused by
accident, the monthly wages of the workmen concerned, and the
relevant factor of working out lump sum equipment of
compensation amount as specified in schedule IV (as substituted
by amendment 1984).
E) PAYMENT OF GRATUTITY ACT, 1972
Gratuity is a kind of retirement benefit, like provident fund
or pension. It is payment which is intended to help an employee
after his retirement, whether the retirement is the result of the
rules of superannuation ore of some physical disability.
The employer based gratuity shall be payable to an
employee on the termination of his employment after he has
rendered continuous service for not less than 5 years, on his
retirement or on his death or disablement due to accident.
F) PAYMENT OF BONUS ACTS, 1965
Every employees shall be entitled to be paid by his
employer in an accounting year bonus in accordance with the
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provisions of the act, provided he has worked in the
establishment for not less than 30 working days in the year (Sec
8). Where an employee has not worked for all the working days
in any accounting year, the bonus payable to him (U/s.10) shall
be proportionately reduced (Sec13).
G) VOLUNTARY SCHEMS
There are facilities like holidays, rest period, coffee break
etc., which are declared by employers.
H) MUTUAL WELFARE FACILITIES
These are these facilities agreed to by mutual consultation
between employers and employees.
II) NON – STATUTORY MEASURESA) HOUSING FACILITIES
Progressive enterprises must consider proper facilities for
sheltering their own working forces a necessary adjunct to sound
industrial relation where the undertaking is located for away from
any city of populated area. The problem of housing can best be
solved by the company constructing its own cottages in the
vicinity of the workspot and renting these its own workers at low
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rates. The supervision of housing conditions being them under
own control, the sanitation, health and comfort of its own will
necessarily be have looked after such an amenity will prove a
great value in attracting desirable workers and in establishing
employment relations.
The living quarters of work force is most of industrial towns
and cities are a slur on modern civilization and the conditions
under which our industrial toilers are made to live are most
revolting.
B)TRANSPORT FACILITIES
Growth of industrial states and also workshop outside the city
has made communication a problem to workers, where the
workers are located in out the way places far from the workmen’s
living quarters and there are no available means of conveyance
are inadequate of un-satisfactory by being their sloe or too
expensive. Efforts should be directed to provide buses or lorries
to carry the workers to and from the workspot.
The committee on labour welfare after studying the situation
recommended that transport on a large scale is best provided by
the state that the local bodies should stream line their
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operations, increase their fleet and frequency of buses especially
to labour colonies, industrial estates and town ships and for
carrying workers to and from. This is yet another problem which
welfare workers would need to solve.
C) EDUCATIONAL FACILITIES
Education is important factor in all respects whether for the
citizen of the industrial worker is of equal importance. Since the
latter even is the works in a factory, has to cope up with change,
which is most often technological. Since in a sense it is an
investment in training the world force of the future. Children for
a better management relationship, that a fund could be created,
with different industrial establishments contributing to wards the
education of their worker’s children. Funds could also be raised
through contributions from workers and employees. The
precision of education facilities cipher of education facilities
cipher by the state or employees or jointly will help a great deal
in improving the workers commitment and give him a sense of
belonging and achievement. It is an expensive scheme and
hence needs to be provided for by the state employees and be
social welfare agencies.
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D) CO-OPERATIVE STORES FOR EMPLOYEES
The running of co-operative stores by company where must
articles of daily necessary including food grains,
grocery,oil,cloth,etc., Can be purchased by its own employee at
low cost plus expenses of conducting the advantage to the
employee will be two fold. They will be able to but their daily
requirements at much lower price.
E) RECREATION FACILITIES
Most of the employees today take their pride in the extra
curricular achievements of their workers and here it is often a
prestige issue. The facilities provided for recreation, broadly
speaking are determined by the resource available for this
purpose in the enterprise and the importance accorded to it by
the employer. However, other recreation facilities available to
industry workers are much better organized than these at
disposal of the average citizen.
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INTRODUCTION ABOUT THE STUDY
This study was conducted at INFRRA-TEX, PRIVATE LIMITED,
PERUNDURAI. The main objective of thestudy is to find out the
factors influencing absenteeism.
The annual cost of absenteeism of Indian Organisation has
been consumed larger amount of human and money at the job
level one day absence by a clerical worker can cost an employer.
Up to one thousand in reduced efficiency and increase
supervisory workload. It is obviously difficult for an organization
has been consumed larger and money. Absenteeism in important
symptom of maladjustment and sign of protest.
It is not an isolated phenomena, but , an integral part of
psychology and economics of industrial production. It is a great
sociological problem of great complexity, born but of attitudes,
circumstances and conclusions, frequent absenteeism in
industrial units has constituted a great drain on the productive
resource of India .
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Managers and supervisors be aware of exact level of
absenteeism of their work units as well as each employee’s
specific attendance patterns as a nature of each absence. The
rate of absenteeism is lowest on pay day it increases
considerable on the days following the payment of wages honour.
For calculating the rate of absenteeism, two factors are
taken into consideration the number of persons scheduled to
work and the number of actually present.
Worker reports for any parts of a shift is to be considered
present. Any employee may stay away from work, if he take
leave to which he is entitled, or on the ground of sickness or
some accident or without any previous sanction of leave. Thus
the absence may authorized or unauthorized will full or caused be
circumstances beyond one’s control.
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INTRODUCTION ABOUT THE TOPIC
The adverse effect of absenteeism are to be listed. He high
rate of absenteeism in India is a serious tow hold problems
affecting both employees and workers they are described below.
ON INDUSTRY
Absenteeism in industry stops machine, distrust process,
create production bottle necks, hampers smooth flow or
continuity of work upsets production targets, results in production
losses, increases direct over load costs increases work load of the
inexperienced less experienced workers are creating problems of
recruitment, training, job adjustments, morale attitudes. Casual
or substandard employees increase machine down time, rejection
of finished breakdown of machinery and consequent idle machine
hours.
Absenteeism in one hand directly contributes to the rise in
production costs while on the other it deprives the industry of its
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hard earned reputation due to the deterioration in quality of
goods produced and the delay in supply to valued customers.
ON WORKERS
Frequent absenteeism adversely affects the economy of the
worker himself. Of reduces is earnings and adds to his
indebtedness decrease his purchasing power, makes it difficult
for him to meet necessities of life, leading to personal problems,
of attitude of morale.
GENERAL CAUSES OF ABSETEEISM
Absenteeism has become a more serious problem in
developing country like India. Some of its cause are,
PERSONAL FACTORS.
Personal factors such as age, marital status, health,
education, hobbies, voices and extracurricular activities.
SOCIAL AND RELIGIOUS CEREMONIES
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Social and religious functions divert workers from work to
social activities in a large number of cases, the proportion of
the absenteeism due to sickness, accident of maternity is not
as high as it is due to other causes including social and
religious ceremonies and festivals which divert the workers
from the work. Even the arrival of guests is a temptation for
the Indian workers to stay away from work.
BAD WORKING CONDITION
Irritating and intolerable working condition exists in factors
heat and moisture, noise and vibrations in the factory bad
lighting conditions, dust and fumes over crowding all if these
affect the workers health, casting him to remain absence for
long time.
Environmental temperature reduces capacity to work. In
majority of factories roofs have been a single corrugated iron
sheets. On congenial and unattractive working conditions as
well as monotones in nature of work also attempts a workers
stay away from work.
ABSENCE OF ADEQUATE WELFARE FACILITIES.
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Absenteeism is also dues to inadequate welfare available to
workers for a vast majority of industrialists in India still look up
an welfare work as a barren liability rather than nice
investment.
Particularly in medium and small sized units, the standards
are distantly poor. The studies bade by some status in respect
of different components of welfare include sanitation, washing
and bathing facilities. First aid appliance, ambulance, rooms,
drinking water, canteens, shelters, rest rooms and crèches
which strengthen the general impression that compliance with
statutory welfare provisions is half hearted and inadequate
INDUSTRIAL FATIGUE.
The virtual of the Indian workers are very low because of
malnutrition, poor housing, unsanitary and unhealthy
conditions in fatigueness if the worker more over two ways
compel a worker to seek some part time job to earn some side
income. Due to its often results in constant fatigue which
compel him to absent for next day.
ALCOHOLISM
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The habit of alcoholism among the worker is a significant
cause of absenteeism, which is high in first week of each
month when worker receive their wages. They rust to liquor
shops and drink to forget their immediate worries. Once in
indebtness of many industrial workers. A considerable amount
is being spent every month by them liquor, cigarette and pan.
The workers income was lower than their expenditure.
INDEBTEDNESS
Most of the workers suffer from a high degree of indebtness
workers are always worried about the financial matters such
workers about themselves or even resign to escape the money
lenders. As a result absenteeism is high.
INADEQUATE LEAVE FACILITY
Refusal to sanction leave for the genuine reasons compels
the workers to fall back on ESI leave instead of going without
pay the workers avail themselves of this ESI leave facility.
LACK OF TRANSPORT FACILITIES
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The reason is applicable to the industries particularly those
which are away from trhe urban area. Because of this reason
the workers will present to the working place lately and
following this habit due to industries regulation and due to
some other reasons they absent themselves.
CALCULATION OF ABSENTEESIM RATE.
Statistically it is measure by the percentage of a man shift
lost due to absence to the corresponding total man shifts
scheduled to work.
Number of man – day lostAbsenteeism Rate = X 100
Number of man-days scheduled to work
Before we apply this formulae care should be taken while
taken contain factors into the consideration.
I. Total number of days should not be included.
Any day such as Public holidays on which persons do not
turn up for work or annual holidays or days lost due to
strike or lay off.
The persons who are chronic absentees and who have not
been employed in preceding two months due to prolonged
sickness.
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II. Any absence of half a day or more should be recorded.
III. Workers who quit only until the names are optically removed
from the payroll.
IV. Casual workers should be excluded.
V. Substituted should also be excluded. PROFILE OF THE COMPANY
Infrra-tex was established in Perundurai by Mr. P.S.
GOVINDARAJ, in 1989. at the period 300 workers were
employed initially. Due to his hard work the company has
grown year after year. At present 2000 employees working in
the company.
After Mr. P.S. GOVINDARAJ, his son G. SAKHIVEL took over
the post of Managing Director and he is very talented and soft
handed person. The branch was opened shortly at
Manikampalayam.
The investment of the company at present is Rs.6 Crores.
The company runs on shift basis the employees are working at
1.5 shift per day. The company produce high quality of
garments this makes them to market their products in Foreign
countries like Italy, Malaysia, Singapore and Germany.
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PRODUCT PROFILE
KNIT
This name is more famous with the corporate buyers and
most of the export activities being routed this company.
INFRRA CLOTHING COMPANY
This company is handling Domestic Trading in yarn and
fibers. Also knitting activities under this company.
KNIT PROCESSORS
All the fabric Dyeing, Garment Washing activities are under
this company.
They are having the following infrastructure with highly
equipped plant and machineries to meet international
standards.
KNIT FINISHERS
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All the compacting activities are under this company.
YARN
PSG Mills (P) Ltd, our owned fully modernized spinning mill
located at Indore, Madhya Pradesh having the capacity of
30000 spindles and it has specilisation of producing yarn using
organic cotton.
Apart from this, PSG Mills is the sole selling agents for the
following famous mills in the Entire South India at Erode
District.
With this they ensure the perfect quality yarn to meet
customers requirement and also having very wide range in
100% cotton yarns including 100% Gasssed Mercerised yarns,
blended yarns, a variety of mélange yarns and Grindle yarns
(Twisted).
SAMPLING.
The exclusive sampling department has an array of
machinery to cater to sampling needs of the buyers round the
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year. Experienced sets of skilled personals ensure the quickest
delivery of samples.
The ability to predict future fashion trends is translated into
library of swatches in myriad colors for the four reasons. For
spring, winter, summer, and autumn, a collection of high
fashion styles are prepared. These are shown to buyers
months in advance of the respective season to enable them to
choose, modify or change the styles to suit their own clients
and outlets.
In addition, the designs and styles given by the buyers are
also treated as theirs exclusively.
KNITTING
Knitting department has 22 circular knitting machines of
Mayer & Co, Germany, Pailung & Orizio, Italy, and 8 flat
knitting machies of Kauo Hung, Taiwan which is capable to knit
all kind of Hi-fashion fabrics. It has the capacity to produce 9
tones of fabric per day.
DYEING
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Dyeing department is equipped with soft-flow and HTHP
vessels from Tong- Geng, Taiwan, Dryers from Calator Ruckh,
Germany. Also our dyeing plant is equipped with Santastrecth
fabric stretching machine from Santex, Switzerland for the de-
watering, overstretching and wet compacting of knitted fabrics
in tubular and in extended form, as well as for wet-in-wet
impregnation. Advanced Computer clor 1 matching system
from Data color ensures the perfect color that a customer
need. They have their own garment washing plant and it has
the facility of Garment Washing as per buyers requirement.
Dyeing plant’s per day output will be 10 tones.
COMPACTING
Compacting department is equipped with latest high-tex
compacting machines from USA and Monti compacting
machine from Italy that can handle fabrics up to 60” width.
The shrinkage levels are maintained well within permissible
limits as required limited as required by our customers and
use of state-of-the-art compacting process makes double sure
that shrinkage is controlled perfectly. It’s capacity is 6 tones
per day.
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CUTTING
Apart from the manual cutting patterns it has the CNC
cutting machine from Wastema, Germany with automatic
spreaders and Band Knife cutting machine from Qshima,
Taiwan and also has power operated hand held cutting
machines of 5 hours.
SEWING
Manufacturing at Eastern Knits follows a highly efficient an
organized pattern. Sewing department is equipped with a
range of imported and indigenous Machineries (around 550
nrs) like Juki, Pegasus, Brother, Hasima to make any
contemporary style garment with perfection. This is where the
garment takes real shape and lot of care has been taken to
achieve perfect finish.
It has the vide range of products for mens, ladies, infants
and kids.
For specific garment requirement of the customers, they
have factories that are dedicated to producing only customer –
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specific garments a year through. This also enables us to
maintain the high quality standards that buyers are looking
for.
FINISHING
Finishing department has modern finishing equipment like
steam iron with vacuum tables from Ramsons Veit, latest stain
removing stations, automatic, strapping machines and
spacious packing area with proper light and ventilation. There
is also a final checking area to ensure every packed garment
meets customer’s quality standards.
QUALITY TEAM
Their TQM ensures the total quality of garments to meet the
international standards.
An approved style is replicated by East man knits, taking
into account every little plait, every little tuck, every minute
detail. This party is followed critically from batch to batch.
The completed garment goes through several visual checks
and is finally given the go – ahead by the quality control
people.
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For every stage like right from Yarn, quality inspectors are
checking knitting, dyeing, compacting and garmenting quality
parameters.
Quality control equipments that check the garments at
various stages hefore they are presented for the final
inspection prior to shipment, taking quality management a
step further.
We employ technicians who specialized in specific
garments, for extended periods of time. Besides assisting our
workers in reinforcing quality control, they conduct
programmes that train their workers on sewing and finishing
lines.
The story behind the success of East Man Knits is one of
people and their dedication to quality. A remarkable group of
talented and highly motivated managers, designers, craftsman
and operations people. And of their efforts that have helped
strengthen their position and satisfy their customers
worldwide.
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The carefully planned Geometric Designing and Quality
Control with special attention to Cost effectiveness and
commitment to timely delivery is the hallmark of Infrra Knits.
Quality, variety and cost- competitiveness have always
been their motto. Their in-house design team is constantly
coming up with new and innovative designs, which n only keep
up with the latest trends, but also create new ones. They can
of course, manufacture any products according to the client
provided specifications.
Their In-House laboratory has equipped with all modern
equipments to ensure the quality level at any stage.
Quality, design speed and trust have been the key words
that helped Infrra Knits, needed its present status
LIMITATIONS OF THE STUDY
Most of the respondents are not ready to give the personal
details.
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Respondents are biased towards there information, anyway
cross checks were made to minimize the bias.
The results are confined to INFRRA TEX and the absenteeism
only
OBJECTIVES OF THE STUDY
To know the economic background of the employees.
To find out the reasons for absenteeism.
To find out the factors influence the workers for absent in
INFRRA TEX.
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To know the physical and mental conditions of the workers
specially in an of absenteeism.
FUNCTIONS OF PERSONNEL DEPARTMENT
SELECTION
The selection is concerned with securing relevant information
about an applicant. This information is secured in a number of
steps or stages. The objectives of selection process is to
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determine whether on applicant meets the qualification for
specific jobs and to choose the applicant who is likely to perform
well in that job. He is to be employed in the concerned section
and he is treated as a trainee at first.
Then as per individual management policy based on the
individual performance he will be absorbed for further period. If
an applicant is below 18 years, he will be rejected by the
management.
TRAINING OF THE PERSONNEL.
After the selection of the personnel for the various categories,
the next function of the personnel department in to arrange the
training which is not only provided to the fresh or newly
appointed workers but also to the existing workers. Training
enables the employees to improve there knowledge, skill, and
ability to perform specific jobs. A trained person reduced the cost
of production and avoids all types of wastes.
Thus the expenditure incurred on training is not a waste it is
investment on human capital which will enable the concern to
earn good profit.
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Welfare schemes.
Labour welfare Board Funds Rs.3 per worker. Management
contribution is Rs.6 and the total amount of Rs.9 paid to the
labour welfare fund Board Madras on before 31st January at
every year. Night free tea will b e provided to workers.
TV, TVS 50, Grinder, Mixi, and Spic Jothi Gas are also
provided to the workers on the installments basis with bank
interest Festival advance in paid to all the workers during
festival and the amount is recovered in five installment.
ADVANCE FACILITY
All the workers have the facility of advance for their
emergency expenses. The advances are deducted from their
wages in the 2nd week and or at the month end.
LOANS
The company has got loan for Rs. 2 crores. The company
propose to manufacture polyster yarn. The company may
collect funds though loans from bank, financial institutions etc,
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the company loans may be unsecured, secured and open
loans.
EMPLOYEES PROVIDENT FUND.
All the workers of the company are covered under the
Employees Provident Fund Scheme. For this contribution is
made by the both the workers and the employers as specified
in EPF.
BONUS
Every year bonus has declared by the management as per
the Bonus Act.
EMPLOYEE PERSON OF FUND.
If the employee dies this fund is given to the nominated
person.
CANTEEN
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The canteen comes under the control of the personnel
department. Lunch, tea, coffee, etc are provided to the
workers at reasonable prices. The food item, provided by the
canteen are very cheap as well as good for the health of the
workers.
The tokens are issued in advance for a month on credit
basis which are recovered from the wages.
HOLIDAYS
1. National Holidays = 4
2. Festival Holidays = 5
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NATIONAL HOLIDAYS
Republic Day, May Day, Independence Day, Gandhi Jayanthi.
FESTIVAL HOLIDAYS
1. Pongal (or festival 2 days)
2. Deepavali
3. Ayutha Pooja
LEAVE WITH WAGES.
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January to December 12 months
240 days + above Working days 1/20 days
WAGES
26 days
Wages =
Month
TIME KEEPING SECTION
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FUNCTIONS OF THE TIME OFFICE
1. The main function of the time office is the booking of labour
time.
2. Employees attendance records maintained in this section.
3. Register enter, the attendance record.
4. the Time Keeper should be present in the mil at least 15
Minutes before the commencement of the every shift and
check that the workers come in time for their work.
5. Daily funds, list of overtime works if any, suspensions,
discharge and dismissals, account settling etc.
6. Then he shall sign the tickets. He checks to see that the
No. of Names correspond with number of worker actually
present.
7. If only worker absents himself for one or two days on some
reasonable.
8. Ground, he may be taken from back otherwise and
absenter should not be houred.
9. The Time Keeper shall ask the ticket boy to collect and sort
the tickets.]
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10. The Time Keeper find out the employees conduct.
Then only is recommended to at management for
increment.
FUNCTIONS OF THE SECURITY SECTION
To check the discipline among the employees.
To safe – guard the property of the company.
To control the flow of visitors.
To permit coming and out going pass after though check.
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CONCUSION
The problem of the absenteeism has two sides. It is a
problem to both the individual as well as to the industry. The loss
of productivity to the industry and individuals absenteeism
contribute mostly towards reduction of national income.
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