Labour Welfare and Industrial

Hygiene

Origin of the concept…

• First world war 1914-18.• India being one of the founder

member .• India followed International Labour

Organisation (ILO) since 1919.• Many labour legislations have been

introduced by central and state government

• Various agents and mediators also appointed for this task.

Need for Labour Welfare

The Objectives and principles of labour welfare includes,

• Necessary for Industrial System.• Rural and agriculture turns to urban and

Industry.• Key role in Economic Development.• Need felt seriously by the Royal

Commission of labour in 1931.• Increases the employees belonging

towards orgn. • Encourages Healthy and cordial

relationships.

Objectives of Social Welfare[2004/06/09]

• Improvement and Development of employees.

• High standards of work, apart from other labour legislations.

• Improvement in Quality of work life (QWL)

• Improve the Industrial system, and conditions of work.

• Enhance sense of belonging, responsibility and dignity among the employees.

Principles of labour welfare(2009)

• Carried At all levels in the organisation.

• Proper Co-ordination and Co-operation.

• Is handled by the Administration.• Periodical check, Quality control.• Believes in Mental, physical,

emotional and moral well-being of the employees.

• Welfare of not only employees but his family.

• Respects values, beliefs and tradition.

Definitions• Welfare basically means- wellness,

health, happiness, cordial relations, prosperity.

• It is a desirable state of existence involving the physical, mental, moral and emotional stability.

• Labour welfare are the voluntary efforts by the management.

• Industrial/labour welfare also refers to the Statutory and voluntary efforts made for betterment of the labour

• Some of the welfare benefits commonly used are as follows :-

Welfare measures handled : -Intra-mural

activities

• Drinking Water• Toilets/

Spittoons.• Washing

facilities.• Occupational

Safety.• Day-care centre.

Extra- Mural activities

• Health and medical benefits.

• Maternity benefits.

• Insurance.• Gratuity, P.F.• Educational

benefits

Scope of labour welfare [2006]

• Industrial Establishments.• Factory workers.• Organisational Employees.• Family benefits.• Medical benefits• Insurance.

Employers

Employees

Welfare benefits

Satisfaction

High Productivity

Approaches to labour welfare

(2003/05)

• The Policing theory of labour welfare.

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

Approaches to labour welfare….• Approaches to labour welfare gives a

clear idea about the attitudes, beliefs and traditions applied by the labour welfare agencies.

• Many organisations are becoming aware of the welfare facilities being provided to its employees.

• employers are establishing welfare standards voluntarily, willingly an enthusiastically.

• Welfare benefits not only extended to self but the society also.

• Many approaches have been designed in this perspective.

I) The Policing Theory• This theory is basically meant for

making the employees and the workers availed with the basic facilities needed. E.g- latrines, drinking water, enough rest and lunch intervals, etc.

• In this approach the government has introduced the practices to control the exploitation of workers by their management/ employer. E.g- heavy work load and less payments, very small time intervals, no freedom of speech, etc.

• In case of non completion of the above, the management is liable to get a severe punishment.

II) The religion Theory• This theory believes in two key

approaches:-1) The Investment. & 2) 2)The Atonement ( punishment)The Investment theory explains the

welfare benefits provided to the workers is the current Investment made for future progress.

“Man is a religious animal”“Raw fruit today, flourish to

tomorrow.” The atonement approach says,

If the employees/workers are not getting availed with the benefits, it is a part of there sins in the past.. They need to be atone for that purpose.

III) Philantropic approach

• This is a benevolent approach which has a keen interest in “giving strategy”.

• Provisions for good conditions of work, day-care facilities for children, canteens, washing facilities. (In regards to the employees)

• And rehabilitation of disabled people, working boys/girls hostel facilities, donations to NGO’s,

• Rewards to the educational institutions, etc.

This theory is only encouraged for the well being of internal and external environment.

.

IV) Paternalistic Approach

• In this theory, the owner, occupier or the employer, holds the funds of the Industry in a trust.

• This trust consist of board or trust members, and any amount to be spent in favor of the employees and the society is first being taken in discussion.

• It creates a good moral for the internal and external envoirnment.

• Also known as the trusteeship theory of labour welfare.

V) The Placating theory

• This theory mainly responds to the peaceful measures applicable for the workers and employees.

• Application of this theory is basically meant for the organized and committable/ enthusiastic.

• This theory enables the employees to be pleased and oblige with the provided welfare benefits.

VI) Public Relations Theory

• This theory basically focuses on the attraction or goodwill for the industry.

• In this theory the welfare benefits are directly related to the impression of the Industry.

• Impression with the point of view of internal and external envoirnment.

• E.g- the In -house employees and the visitors too.

VII) Functional Theory

• This theory believes the high productivity/ outcome of employees, by providing them the welfare benefits.

• Approach expects the results in the employees/workers efficiency and effectiveness on work.

• This concepts is commonly used in nature.

• Also known as the efficiency theory of labour welfare.

VIII ) Social theory

• This theory believes in well being of the society with the employees.

• Various provisions related to the society are to be established with this theory.

• Therefore this theory results in enhancing the condition / state of the society .

Limitations of labour welfare

• Available in Statutory and non-statutory mode.

• Separate investments to be done for giving welfare benefits.

• Chances of employees/workers to take undue benefit of such measures.

• Needs to be very well studied and analyzed.

• Should result in result orientation.• Should be flexible and not rigid.

Labour Welfare Officer

• Introduction:- Labour Welfare officer is being appointed in any establishment wherein 500 or more workmen are employed on any-day preceding 12 months.

• The intention behind his appt. is to minimize to end the mal practices in jobber system.

• This appointment is made under The factories Act, 1948.

• Approved by the state labour commissioner.

Qualifications of L.W Officer

[2006]• Min Qualification University master’s degree.

• Degree or Diploma in Social Sciences or Social Work or social welfare from a recognized institute.

• Knowledge of local language is essential.

Or which is spoken by majority of working class.

• According to the legislation, he has to be a head of the department in the organisation.

• In case of his termination of service, special permissions needs to be obtained by government.

• He should have passed viva-voce test by Commissioner of labour, and get himself

enrolled with the labour officers list maintained by Commissioner of labour.

• Viva-voce test contains:- general knowledge, labour problems pertaining in State of Maharashtra.

• Test is conducted in every Quarter’s beginning.

January, April, July and October.

Functions/Duties of L.W. Officer[2003/05]

• To Maintain discipline in the Organisation.

• To Maintain safety and Medical administration.

• Maintaining Wage and salary administration.

• Legislations related to the employee concern.

(labour safety /welfare)• Supervision of health, safety, wealth

programmes.• Counseling workers in personal,

family and work envoirnment

Continued:-• Advising Management-

apprenticeship, fringe benefits, workers education, etc.

• Maintain the security for industrial health, Industrial peace and resolving disputes.

• Arrangements for redressal of workers and securing their Interest, grievance solving, etc.

• Analyzing the proper benefits for increasing the productivity and overall growth.

• Working on various acts related to environment, society, plantation and social responsibility.

Difference between[2004/ 06]Personnel

manager• Expertise in

personnel Administration.

• Manage Induction, Training, to the workers

• Supervision on performance and overall development of the employees

• Any Organisation

Welfare Officer• Expertise in

legislative and social administration

• Counseling, advising, looking after welfare.

• Supervision on the welfare and safety measures for workers.

• Wherein 500 > workmen

• Appointed by the management

• To Develop Organisational Skills .

• To Motivate the employees and develop sense of moral

Welfare Officer

• Appointed by the Commission of labour.

• Do develop new strategies for labour welfare and safety management.

• To Create an impact on employees to safegaurd their interest through various measures.

Personnel Manager

lnter-relationship of Welfare with Productivity• Labour welfare is a very important

concept in labour welfare and HRM.• After the period of Industrialization,

it has gained even much importance.• The success of labour welfare

measures, enable to introduce more welfare policies.

• The labour welfare measures can be adopted as per the capability of the Organisational management.

• Labour are considered as the most active factor of production, therefore, has to be maintained and retained in a proper way.

• Therefore, labour welfare not only encourages the employee or worker but also his, personnel, family and societal life..

• Labour welfare supports employees mental, physical, emotional Intellectual and moral conditions.

• The Committee on Labour Welfare [ CLW] supported employers and employees in this process.

•

• Labour Welfare can be considered by 2 perspectives- 1)Negative and 2) Positive.

• Negative Perspective :Moreover concerned with the employees/workers in Manufacturing/ production sector.

• Needs Investment to be done for a long period

Which might not really possible for the employer and the management.

• Prediction of results cannot be done as it is totally depending on workers perception.

• Positive perspective :• Increase the motivation level of

employees.• Results in high end Morale in

workers/employees.• Employees enjoys their jobs and starts

working with enthusiasm.• Also gives rise to the Healthy

Communication between superior and subordinates .

• Minimize conflict , indifferences and disputes between the employees.

• The Labour Welfare has converted the Humanitarian approach with the Utilitarian.

• Welfare policies makes employee’s binding

with the Organisation.• As a result, more output and high

productivity and indeed continuous and high profit margin.

Workers Participation in Management [WPM]

• Workers/ employees are considered as the stake holders of the Organisation.

• Worker is the most active support for the organisation

• No process or system runs without the worker.

• It is very essential for the worker get freedom of speech and right to demand.

• WPM not only increases the satisfaction levelof the workers but also increase the overall morale.

• WPM encourages the cordial relationship between superior and subordinates.

• Also it increases the belongingness of workers towards the employment and superior.

• It is as good as considering the opinion of the workers before decision making.

• Here workers acts as a co-decision maker.

• This fact also relates to the authority and responsibility factor in the Organisation.

• The process matches both formal and informal type of communication.

• Leader works on behalf of all employees.

Objectives of WPM .

[ S.N 2009]

• To meet the psychological needs of the workers.

• Self Interest

• Education.• Satisfaction.• Know

technology.

•

• Understand the Economy and Economic conditions.

• Link between Management/Employer and Worker.

• Sharing the voice and opinion of the worker.

• Creation of his own expertise, area of interest.

• Worker-management Co-operation was earlier introduced by Mahatma Gandhi on voluntary basis.

And already running successfully in many countries like UK, France, Sweden, Germany.

• Economic1) Most

Important factor.

2) Make the employee think rational

3) Economic welfare.

4) Motive of Industrial Production.

Role of WPM in LW and IHThree main Objectives

• Social Objective• Human being is a social

being.• Status in the society, with

due respect.• Healthy Industrial Relations.• Positive Environment impact.• Industrial Harmony.• Growth with goodwill.

• Psychological Objective• Change in Attitude.• Not be Treated as

mechanical Instrument.• Difference in perspective.• Inputs for production

process.• Enhance Decision Making

skills.• Responsible employee.

Forms of WPM……..[2003]

• Co-partnership.• Suggestion Scheme.• Employee Representation on the

BOD’s.• Joint Management Council.• Works Committee.• Counseling/ Advising.• Consulting.

Limitations of WPM/ Negativism

• Workers have insufficient Education.

• Incompetent.• Cannot provide solutions on

Technical Complications.• Can only be involved in certain

scenarios.• Instability of Labour/ Trade

unions.• Misunderstanding may create

more complications.

Workers Education Scheme

[2003/04/06]Aims and Objectives• It is important for Industrial peace and

Harmony, healthy Management- labour relations.

• Develop Effective trade unions through better trained officials and more enlightened members.

• Enhance the leadership skills which enables the worker in his development.

• Increase the total labour mass literacy.• Better understanding of the problem,

with effective solutions

With the ref. to LW and IH• To fulfill the Organisations

requirements through proper responsibility handling.

• The pre-condition of workers education literacy.

• Important consideration at the present stage of developing country.

• To understand the workers privileges, rights and obligations.

• Time-to-time training programs to upgrade the workers knowledge.

• Minimize the Industrial Accidents and other mishaps on the shop floor.

• National Commission on Labour, has said that the labour’s/ workers education should have the following key areas to be studied:-

• This should employee independent, intelligent and innovative.

• He should be responsible, alert, and self-disciplined.

• Also Guided the National trade union centers to arrange for the quality programs with the Collaboration with some of the universities and Institutions.

Suggestions to make workers participation

Successful……..How to improve WPM?-

[2003]• Total Co-operation from the

Collegues.• Stress-free work environment, easy

work schedules, comfortable work shifts.

• Work related literacy. E.g- mechanics knowledge to the mechanic/ worker.

• Strong faith in workers union, proper communication.

• No political pressure, avoidance of cultural barriers.

• Every department to be formed with separate units and unions so as to get a feel of leadership and team work to every Individual.

• More participation in the form of suggestion schemes, advising ,counseling and consultation.

• Collective bargaining should gain importance in the sense of together problem solving.

Statutory welfare amenities…..• In the report presented by the

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

premises and healthy environment is now considered as a basic welfare amenity.

• Also various welfare amenities such as pure drinking water,

• medical benefits/ health check-ups for employees and their family members

• Scholarships/ educational benefits for employees children.

• Food and canteen facility.• Crèches for the children of women

employees.• Transport ,etc.• Housing/ Quarters, etc• Also add in voluntary benefits

schemes.

The Statutory Benefits can be studied through

the following• The Government approach towards the labour Welfare are been already discussed in the below Acts:-

• The Factories Act, 1948• The Plantation Act, 1951• The Mines Act, 1952• The Motor Transport Act.

The Factories Act, 1948

• Definition:

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

Scope/ Applicability

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

Administrative Machinery for

Implementation• The State Government guides the whole administration practices of the Act through the following machineries:

• 1. Inspection staff• 2. Certifying surgeons• 3. Welfare officers • 4. Safety officers

1) The Inspecting Staff

• Appointment : Section 3

• Authorizes the State Government to appoint Inspectors, Additional Inspectors and Chief Inspectors, the persons who possess prescribed qualifications.

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

• The State Government may appoint certain public officers to be the Additional Inspectors for certain areas assigned to them [Section 3 (5)].

• A Chief Inspector is appointed for the whole state. He shall be in addition to the powers conferred an a Chief Inspector under this Act, exercise the power of an Inspector throughout the State.

• Therefore, if a Chief Inspector files a complaint, the Court can legally take cognizance of an offence.

• The Additional, Joint or Deputy Chief Inspector or any other officer so appointed shall in addition to the powers of a Chief Inspector exercise the powers of an Inspector throughout the state.

2) Certifying Surgeons • Appointment- Section 10

provides for the appointment of the certifying surgeons by the State Government for the purposes of this Act to perform such duties as given below within such local limits

• 1) The examination and certification of young persons under this Act;

• (2) The examination of persons who are engaged in factories in such dangerous occupations or processes as may be prescribed.

• the exercising of such medical supervision as may be prescribed for any factory or class or description of factories where :

1)Causes of illness due to the nature of the manufacturing process carried on.

2) By reason of any change in the manufacturing process carried on or in the substances used therein.

3) Young persons who are or are about to be, employed in any work which is likely to cause any injury to their health.

3) Welfare OfficersAppointment:

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

4) Safety Officers• Appointment : Section 40 – B • empowers the State Government for

directing a occupier of factory to employ such number of safety officers as specified by it where more than 1,000 workers are employed or where manufacturing process involves risk of bodily injury, poisoning or disease or any other hazards to health of the persons employed therein.

• The duties, qualifications an working conditions may be prescribed by the State Government.

Measures taken by ,The factories Act,

1948…..The provisions related to the

health, safety work hours, welfare of the workers:-

• Health - Chapter III• Safety – Chapter IV• Welfare- Chapter V• Working hours for adult workers-

Chapter VI• Working hours for young workers-

Chapter VII

Health - Chapter III(from: Section 11-20)

• Cleanliness: Section 11.• Disposal of waste and effluents-

Section 12.• Ventilation and Temperature –

Section 13.To reduce excessive temperature at

shop- floor• Dust and Fumes- Section 14.• Artificial Humidification- Section 15.• Overcrowding- Section 16.

• Lighting : Section 17.• Drinking water : Section 18.• Latrines and Urinals : Section 19• Spittoons : Section 20.

• Posting of a Notice : Section 16(3)

Safety- (Chapter- IV)• Fencing of the Machinery – Section

21.The safety fence near the machinery is

made a provision under this section:• Such types of machinery or their

parts are :• Every moving part of a prime-mover

and fly wheel connected to a prime-mover. It is immaterial whether the prime-mover of fly wheel is in the engine house or net.

• Head-race and tail-race of water wheel and water turbine.

• Any part of an electric generator, a motor or rotary converter or transmission machinery unless they are in the safe position.

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

• Every dangerous part of any other machinery unless they are in the safe position.

Safety measures undertaken(Section 22- 40-B )

• Lays down the procedure for carrying out examination .

•  1)-(a) Such worker shall not handle a belt at a moving pulley unless.

•  (i) The belt is not more than fifteen centimeters in width;

• (ii) The pulley is normally for the purpose of drive and not merely a fly-wheel or balance wheel (in which case a belt is not permissible);

• (iii) The belt joint is either laced or flush with the belt;

• (iv) The belt, including the joint and the pulley rim, are in good condition,

• (v) There is reasonable clearance between the pulley and fixed plant or structure.

• (vi) Secure foothold and, where necessary, secure handhold, are provided for the operator and

• (vii) Any ladder in use for carrying out any examination or operation aforesaid is securely fixed or lashed or is firmly held by second person.

• (b) Without prejudice to any there provision of this Act relating to the fencing of machinery, every set screw, bolt and key on any revolving shaft, spindle, wheel or pinion and all spur, worm and other toothed or friction gearing in motion with which such worker would otherwise be liable to come into contact, shall be surely be used to prevent such contact.

  

Other Safety Provisions:• Employment of young persons on

dangerous machines. – Section 23.• Striking gear and devices for cutting

off power- Section 24.• Self- acting Machines- Section 25• Casting of new machinery – Section

26.• Prohibition of employment for

women and children near cotton openers- Section 27

• Hoists and lifts- Section 28.• Lifting machines, chains, Ropes and

lifting tackles – Section 29.• Safety near revolving machinery-

Section30.• Pressure plant- Section 31.• Floors, stairs, means of access-

Section 32.• Pits, sumps, opening in floors, etc-

Section 33.• Excessive weights : Section 34.• Protection to the eyes: Section 35• Precautions against dangerous

fumes and gases- Section 36.

• Precautions regarding the use of portable electric light- Section 36A

• Explosive or inflammable dusk gas, etc-

Section 37• Precautions in case of fire- Section

38• Power to require specification on

defective parts or tests to stability: Section 39

• Safety of building or Machinery- Section 40

• Maintenance of Buildings or Machinery-

Section 40 A• Safety officers- Section 40 B

Welfare measures- Chapter V- [Section 42- 50]• 1) Washing Facilities- Section 42• 2) Facilities for storing and drying

clothing Section 43.

• 3)Facility for sitting/resting- Section 44.• 4) First aid appliance – Section -45.• 5)Canteens – Section 46.• 6)Shelters, lunch rooms- Section 47.• 7) Crèches- Section 48• 8) Welfare officer –Section 49• 9) Rules to supplement this chapter -

Section50

Provisions regarding duty hours for adult

workers• Chapter VI- [Section 51- 62]• Weekly hours - Section 51• Weekly holiday – Section 52.• Compensatory Holiday-

Section 53.• Daily working hours –

Section 54• Intervals for rest – Section

55.• Spread over – Section 56• Night shifts- Section 57.

• Prohibition of overlapping shifts- Section 58

• Extra wages – Section 59 (1)• Ordinary wages Section 59 (2)• Rate for piece rate wages- Section

59 (3)• Restrictions on double employment-

Section 60• Notice of periods of work for adult –

Section 61• Register of adult workers – Section

62

Provisions regarding employment of young persons and children

• Chapter VII – [Section 67- 71]• General prohibition as to employment of

children- Section 67.• Employment of children and adolescents-

Section 68.• Certificate of fitness- Section 69.• Certificate of fitness to work as a child- Section 69(2) (a) • Working hours for the children –Section

71.

Penalties and Procedures• Chapter X - [Section92- 94]• In case of Contravention of the

above rules, the occupier or the manager shall be guilty

of an offence:1) Imprisonment- may extend to 2

years, or2) Fine- may extend to Rs. 1 lakh or

both.Non followance of the rule: for

contraventionFine of Rs. 1000/- for each day, till

contravention continues.

• Section 92 provides contravention to any provisions in chapter IV or under section 87 ( resulted in accidental death/ permanent disability of earning member of the family.)

• Fine- not less than Rs. 25000/- in the case of death. And Rs. 5000/- in case of serious injury caused.

• Section 94 - covers penalty after the previous conviction under section 92.

• For the Individual who is again guilty of an offence including contravention of the above provision.

• Punishment – • Imprisonment- may extend 3 years

or• Fine- not less than Rs. 10,000 which

may extend to Rs. 2 lakh or both.

• Section 95• Penalty for Obstructing the

Inspector• Imprisonment for – 6 months or• Fine- Rs. 10,000/- or Both• For obstructing the inspector in

doing any duties.• Or refusal on the demand of

required files or other documents.

Plantation Act, 1951

• Applied for the workers ,working on the farms of Tea, Coffee, rubber.

• The Act applies to the provisions for housing, medical aid, recreational facilities as per framed by the State government.

• The workers are also entitled with the sickness allowance and maternity allowance under the prescribed conditions.

The Mines Act 1952

• Provides the application for provisions of Health, Safety and welfare of the workers , working in mines.

• Also the basic facilities to be given to the workers of pure drinking water and adequate toilet facilities.

• It also provides the rules regarding first aid provision and immediate response by management.

The Motor Transport Act, 1961

• As the name indicates, the act is applicable to the Companies providing motor and transport facilities.

• The act has the provision for providing adequate accessories such as uniforms, raincoats and protection devices to the drivers.

• First aid kit and adequate facilities for the place of halt or rest rooms.

Amenities described in main report of labour

Investigation Committee• Sanitary and hygienic Facilities.• Rest Facilities.• Feeding Facilities• Medical Facilities.• Occupational services and

Educational facilities.• Crèches and housing facilities.• Transport Facilities

Chapter 5.

• Non-Statutory welfare Amenities

Role of Trade union

• “Trade Union is the continuous long period worker’s organization which is meant for attainment of specific objectives to protect the interests of its members and for the improvement of labour relations.”

- Dale Yoder

Role of Trade Union• The role of trade union involves the

following :-• (i) To improve working and living

conditions of the workers.• (ii) To secure fair wages for

themselves.• (iii) To promote individual and

collective welfare.• (iv) To safeguard security of tenure

and improve conditions of service.• (v) To enlarge opportunities for

promotion and training.

• (vi) To provide educational, cultural and recreational facilities.

• (vii) To promote identity of the interests of the workers with their industry.

• (viii) To co-operate and facilitate technological progress by explaining the workers the problems and advantages of such progress.

• (ix) To develop sense of responsibility towards industry and community amongst the members.

• (x) To fulfill certain social responsibilities such as integration, influencing socio-economic policies of local community through active participation etc.

• (xi) To acquire control of industry by workers.

• (xii) To develop self confidence and sincerity, honesty and discipline amongst the members.

• (xiii) To promote morale of the workers.

• (xiv) To promote national integration.

NGO’S and Local Government

NGO’S- Non-governing Orgsanisation • Basically meant for the well being of

the society.• NGO’s are also known as non- profit

making organisation.• NGO’s also of the society by work in

good faith.• NGO’s also provide the helping hand

to the needed part of the society, as free education, free medical camps/ check-ups, medication,work opportunities, etc.

ILO and ILC

• ILO- International Labour Organisation.

• ILC- International Labour Council.

History of ILO• ILO’s work is the importance of

cooperation between governments and employers’ and workers’ organizations.

• The International Labour Organization is the United Nations specialized agency devoted to advancing opportunities for women and men to obtain decent and productive working conditions of freedom, equity, security and human dignity.

• Since Beginning the ILO has sought to promote a better life for all.

• Existence for more than 100 years.

Scope and Object of ILO/ILC• Basically ILO and ILC are

established for safeguarding the interest of workers or the working class.

• It supports with the statutory provisions to be made applicable by the employers.

• To understand the practical problems faced by the working class and to try and resolve it.

• Even the provisions to be made on national and International basis.

• Monetary /Financial help also provided as a result of good performance.

ILO/ILC Structure• It is a permanent working

organization.• The Members of the International

Labour Organization shall be the States which were Members of the Organization on 1 November 1945.

• Any original member of the United Nations and any State admitted to membership of the United Nations by a decision of the General Assembly.

• The General Conference of the International Labour Organization may also admit Members to the Organization by a vote concurred in by two- thirds of the delegates attending the session, including two-thirds of the Government delegates present and voting. Such admission shall take effect on the communication to the Director-General of the International Labour Office

• Therefore, there are three bodies handlying the functions of ILO,

• 1)ILC 2)Governing body3)International labour

Office

Functions of ILO/ILC• The ILO is the international

organization responsible for drawing up and overseeing international labour standards.

• It is the only 'tripartite' United Nations agency that brings together representatives of governments, employers and workers to jointly shape policies and programmes promoting Decent Work for all.

• This unique arrangement gives the ILO an edge in incorporating 'real world' knowledge about employment and work.

Provisions for women and Children

• ILO/ ILC has worked effectively for the provisions towards women and children.

• They have protected the interest of women employees by establishing new standards of work and the work timings.

• It has also set standard working conditions with regards to the small working children in the factory establishments.

• ILO/ILC acts as a good support in favour of the above class

Labour welfare measures by the Trade Union

• To safeguard the workers services and better working conditions.

• To provide appropriate wage scale according to the job done.

• To improve Industrial hygiene and overall work atmosphere.

• To encourage individual and collective efforts for productivity.

• Concentrate on workers education and upgradation.

• Provide financial support services by the co-operative society and loans and funds.

• Health and family planning program.• Worker’s family literacy and social

learning enhancement.• Welfare centers and consultancy for well-

being of the worker.• Safety related applications and

consequences.• Transportation and other amenities, etc.• National saving schemes.

Also be known to the associations like:-

• Textile Labour Association- Ahmedabad.

• Rashtriya Mill Majdoor Sangh/ Mill Majdoor Sabha.

• Dock Union Movement.• Railway Majdoor Union- Kanpur, etc

Corporate social Responsibility

[CSR] [2009]• CSR is becoming a very popular

term in today’s Era. • It has achieved tremendous

response from the society.• Basically CSR is meant to provide

the help to the needed part of the society, such as orphanage, child labour, disabled children, Infected children, etc.

• Ultimately CSR is distribution of Corporate profits in Society.

• Social allocation of resources is managed by CSR.

• CSR also helps in the changes happening in the society.

• Basically makes a strong relationship between corporate and society.

•

Examples of CSR• SAIL – Agriculture, sports, pollution

control.• Colgate – Free dental check-ups and

camps,• Hindustan Liver – Animal care ,

veterinary services.• Reliance- Rural Development and

adult education.• Patni and Cybage- distribution of

free study material in rural areas.• P & G- providing solar systems in

villages,etc.