Download VTU (Visvesvaraya Technological University) MBA 2nd Semester (Second Semester) 17MBA21-Human Resource Management HRM Chapter 6 Important Lecture Notes (MBA Study Material Notes)
Chapter 6
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EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
Steps in positive discipline approach
Step 1: An Oral Reminder: Notice here that the word warning is
removed. The oral reminder, supported by written documentation,
serves as the initial formal phase of the process to identify to the
employee what work problems he or she is having. This reminder is
designed to identify what is causing the problem and attempts to
correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a
more formalised version is implemented. This written reminder once
again reinforces what the problems are and what corrective action is
necessary. Furthermore, specific time tables that the employee must
accept and abide by, and the consequences for failing to comply, are
often included.
Step 3: A Decision-making Leave: Here, employees are given a
decision-making leave?time off from work, usually with pay?to think
about what they are doing and whether or not they desire to continue
work with the company: This ?deciding day? is designed to allow the
employee an opportunity to make a choice?correct the behaviour, or
face separation from the company.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
Steps in positive discipline approach
Step 1: An Oral Reminder: Notice here that the word warning is
removed. The oral reminder, supported by written documentation,
serves as the initial formal phase of the process to identify to the
employee what work problems he or she is having. This reminder is
designed to identify what is causing the problem and attempts to
correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a
more formalised version is implemented. This written reminder once
again reinforces what the problems are and what corrective action is
necessary. Furthermore, specific time tables that the employee must
accept and abide by, and the consequences for failing to comply, are
often included.
Step 3: A Decision-making Leave: Here, employees are given a
decision-making leave?time off from work, usually with pay?to think
about what they are doing and whether or not they desire to continue
work with the company: This ?deciding day? is designed to allow the
employee an opportunity to make a choice?correct the behaviour, or
face separation from the company.
Progressive Discipline Approach
? In a progressive discipline system, the employee is given ample
warning of performance or other work related problems. Failure to
change his or her behaviour is accompanied by increasingly
harsher disciplinary action. Due process is based on the action that
employees have the right to be treated fairly, particularly when
being disciplined.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
Steps in positive discipline approach
Step 1: An Oral Reminder: Notice here that the word warning is
removed. The oral reminder, supported by written documentation,
serves as the initial formal phase of the process to identify to the
employee what work problems he or she is having. This reminder is
designed to identify what is causing the problem and attempts to
correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a
more formalised version is implemented. This written reminder once
again reinforces what the problems are and what corrective action is
necessary. Furthermore, specific time tables that the employee must
accept and abide by, and the consequences for failing to comply, are
often included.
Step 3: A Decision-making Leave: Here, employees are given a
decision-making leave?time off from work, usually with pay?to think
about what they are doing and whether or not they desire to continue
work with the company: This ?deciding day? is designed to allow the
employee an opportunity to make a choice?correct the behaviour, or
face separation from the company.
Progressive Discipline Approach
? In a progressive discipline system, the employee is given ample
warning of performance or other work related problems. Failure to
change his or her behaviour is accompanied by increasingly
harsher disciplinary action. Due process is based on the action that
employees have the right to be treated fairly, particularly when
being disciplined.
The Progressive Discipline Approach
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EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
Steps in positive discipline approach
Step 1: An Oral Reminder: Notice here that the word warning is
removed. The oral reminder, supported by written documentation,
serves as the initial formal phase of the process to identify to the
employee what work problems he or she is having. This reminder is
designed to identify what is causing the problem and attempts to
correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a
more formalised version is implemented. This written reminder once
again reinforces what the problems are and what corrective action is
necessary. Furthermore, specific time tables that the employee must
accept and abide by, and the consequences for failing to comply, are
often included.
Step 3: A Decision-making Leave: Here, employees are given a
decision-making leave?time off from work, usually with pay?to think
about what they are doing and whether or not they desire to continue
work with the company: This ?deciding day? is designed to allow the
employee an opportunity to make a choice?correct the behaviour, or
face separation from the company.
Progressive Discipline Approach
? In a progressive discipline system, the employee is given ample
warning of performance or other work related problems. Failure to
change his or her behaviour is accompanied by increasingly
harsher disciplinary action. Due process is based on the action that
employees have the right to be treated fairly, particularly when
being disciplined.
The Progressive Discipline Approach Progressive Discipline Approach
The Red Hot Stove Rule
? This rule states that discipline should be immediate,
consistent, impersonal and should be in writing.
Disciplinary Action in India
? The disciplinary action followed in most Indian companies
consists of the following steps:
? Issuing a letter of charge
? Considering the explanation offered by the employee
? Issuing a show cause notice
? Holding an enquiry based on? principles of natural justice?
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
Steps in positive discipline approach
Step 1: An Oral Reminder: Notice here that the word warning is
removed. The oral reminder, supported by written documentation,
serves as the initial formal phase of the process to identify to the
employee what work problems he or she is having. This reminder is
designed to identify what is causing the problem and attempts to
correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a
more formalised version is implemented. This written reminder once
again reinforces what the problems are and what corrective action is
necessary. Furthermore, specific time tables that the employee must
accept and abide by, and the consequences for failing to comply, are
often included.
Step 3: A Decision-making Leave: Here, employees are given a
decision-making leave?time off from work, usually with pay?to think
about what they are doing and whether or not they desire to continue
work with the company: This ?deciding day? is designed to allow the
employee an opportunity to make a choice?correct the behaviour, or
face separation from the company.
Progressive Discipline Approach
? In a progressive discipline system, the employee is given ample
warning of performance or other work related problems. Failure to
change his or her behaviour is accompanied by increasingly
harsher disciplinary action. Due process is based on the action that
employees have the right to be treated fairly, particularly when
being disciplined.
The Progressive Discipline Approach Progressive Discipline Approach
The Red Hot Stove Rule
? This rule states that discipline should be immediate,
consistent, impersonal and should be in writing.
Disciplinary Action in India
? The disciplinary action followed in most Indian companies
consists of the following steps:
? Issuing a letter of charge
? Considering the explanation offered by the employee
? Issuing a show cause notice
? Holding an enquiry based on? principles of natural justice?
Giving a fair chance to employee to explain his case thoroughly
Enabling the employee to cross examine the evidence furnished by
management
Explain his own point of view without any fear or pressure
See that punishment is in line with the offence committed.
? Making a final order of punishment consisting of various actions such
as:
? Dismissal
? Discharge
? Suspension
? Demotion to a lower grade
? Withholding of increments
? Imposing fines
? Issuing a warning
? Initiating follow up action.
FirstRanker.com - FirstRanker's Choice
EMPLOYEE WELFARE
Chapter 6
? The term? Employee welfare?? refers to various services,
benefits and facilities offered to employees by the
employer. Welfare measures, whether mandated by law
or undertaken by the employer voluntarily, would serve
the following purposes:
Objectives of labour welfare.
? Enables workers to lead a richer and more satisfying life
? Improves the physical and psychological health of workers
? Absorbs the shocks injected by industrialisation and
urbanisation
? Promotes a sense of belongingness among workers
? Acts as a deterrent against social evils like drinking,
gambling etc.
Agencies for welfare work
Central government ? Canteens, cr?ches, rest rooms, washing facilities etc in
various
? Pieces of labour legislation
? Statutory welfare funds for housing, educational,
recreational
? And medical facilities
? Labour welfare officers to ensure justice to workers
State governments
? Statutory welfare funds
? Labour welfare centres
? Medical, educational, recreational facilities
Employers
? Hospitals, health centres, dispensaries to workers
? Family planning clinics
? Credit societies, gymnasiums, clubs, cr?ches
? Canteens, schools, recreational centres
Trade unions
? Running schools, libraries, sports centres, cooperative
societies, Recreation centres, legal cells, labour journals,
cultural centres
Types of Welfare Facilities
? Welfare facilities could be classified into two categories;
Intramural (provided within the establishment) and
Extramural (undertaken outside the establishment ).
Intramural and Extramural welfare measures:
ILO
Types of Welfare Facilities
Measures undertaken by Employers in India
v Education
v Housing
v Transportation
v Recreation
v Other facilities
v Canteens, rest rooms, lunch rooms
v Washing facilities, medical aid, leave travel concessions
v Consumer cooperative societies
Statutory Provisions
A. The Factories Act
B. The Plantation Labour Act
C. The Mines Act
D. The Motor Transport Workers Act
E. The Contract Labour Act
Labour Welfare Officer
Usually appointed whenever the number of employees in a
plant exceeds 500 (300 as per the Plantation Act) to carry
out the following duties and responsibilities:
v Advisory
v Service oriented
v Supervisory
v Functional
v Policing
v Mediation
EMPLOYEE GRIEVANCES AND
DISCIPLINE
? When an employee feels that something is unfair in the
organization, he is said to have a grievance. To be
precise, grievances have certain common features;
Features of the term ?grievance?
? Perceived non fulfilment of one's expectations leading to
dissatisfaction with any aspect of the organisation.
? The dissatisfaction arises out of employment and not due
to personal or family problems
? The reasons could be real or imaginary or disguised.
? The discontent may be voiced or unvoiced
EMPLOYEE GRIEVANCES
Causes
? Economic
? Work environment
? Supervision
? Work group
? Miscellaneous
Effects
If grievances are not identified and redressed properly, they may
adversely affect the workers, managers and the organisation.
? Production ? Employees
? Managers
Grievance Procedure
? It is a formal channel of communication used to resolve
grievances. Having a formal grievance procedure has its
own advantages. Workers get a wonderful opportunity to
ventilate their feelings. Management can go back to the
roots of a problem quickly. Supervisors, too, have to fall
in line and listen to workers? complaints more seriously. A
fair redressal mechanism would boost the morale of all
employees greatly.
The discovery of grievances
? The success of a grievance procedure, to a large extent,
depends on the various ways adopted to dig out the
problem:
How to uncover grievances?
? Observation
? A formal grievance procedure
? Gripe boxes
? Open door policy
? Exit interviews
? Opinion surveys
Prerequisites of a grievance
procedure
? Conformity with statutory provisions
? Unambiguity
? Simplicity
? Promptness
? Training
? Follow up
Steps in the grievance procedure
? Identify grievances
? Define correctly
? Collect data
? Analyse and solve
? Prompt redressal
? Implement and follow up
Model Grievance Procedure
? The model grievance procedure suggested by the
National Commission on Labour involves six successive
time-bound steps each leading to the next, in case
employees have any reason to complain against any
issue affecting their organisational lives.
Model grievance procedure
Grievance Procedure
Guidelines for handling grievances
? Treat each case as important and get the grievance in
writing
? Talk to the employee directly
? Discuss in a private place
? Handle each case within a time frame
? Examine company provisions in each case
? Get all relevant facts
? Control your emotions
? Maintain proper records
? Be proactive, if possible.
Discipline
? In a restricted sense, it is the act of imposing penalties for
wrong behaviour (negative); broadly speaking, it is a
condition of orderliness, where employees willingly
practice self control and respect organisational rules and
codes of conduct (positive). The differences between the
two sides of the same coin could be expressed thus:
Common disciplinary problems
Causes of Indiscipline
? Absence of effective leadership
? Unfair management practices
? Communication barriers
? Non-uniform disciplinary action
? Divide and rule policies
? Inadequate attention to personnel problems
Positive Discipline Approach
? The positive discipline, based upon reminders, is a
cooperative discipline approach where employees
responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance
and dissatisfactions of employees before the problems
become major.
Steps in positive discipline approach
Step 1: An Oral Reminder: Notice here that the word warning is
removed. The oral reminder, supported by written documentation,
serves as the initial formal phase of the process to identify to the
employee what work problems he or she is having. This reminder is
designed to identify what is causing the problem and attempts to
correct it before it becomes larger.
Step 2: A Written Reminder: If the oral reminder was unsuccessful, a
more formalised version is implemented. This written reminder once
again reinforces what the problems are and what corrective action is
necessary. Furthermore, specific time tables that the employee must
accept and abide by, and the consequences for failing to comply, are
often included.
Step 3: A Decision-making Leave: Here, employees are given a
decision-making leave?time off from work, usually with pay?to think
about what they are doing and whether or not they desire to continue
work with the company: This ?deciding day? is designed to allow the
employee an opportunity to make a choice?correct the behaviour, or
face separation from the company.
Progressive Discipline Approach
? In a progressive discipline system, the employee is given ample
warning of performance or other work related problems. Failure to
change his or her behaviour is accompanied by increasingly
harsher disciplinary action. Due process is based on the action that
employees have the right to be treated fairly, particularly when
being disciplined.
The Progressive Discipline Approach Progressive Discipline Approach
The Red Hot Stove Rule
? This rule states that discipline should be immediate,
consistent, impersonal and should be in writing.
Disciplinary Action in India
? The disciplinary action followed in most Indian companies
consists of the following steps:
? Issuing a letter of charge
? Considering the explanation offered by the employee
? Issuing a show cause notice
? Holding an enquiry based on? principles of natural justice?
Giving a fair chance to employee to explain his case thoroughly
Enabling the employee to cross examine the evidence furnished by
management
Explain his own point of view without any fear or pressure
See that punishment is in line with the offence committed.
? Making a final order of punishment consisting of various actions such
as:
? Dismissal
? Discharge
? Suspension
? Demotion to a lower grade
? Withholding of increments
? Imposing fines
? Issuing a warning
? Initiating follow up action.
Essentials of A Good Disciplinary System
? Rules and performance criteria
? Documentation of facts
? Consistent response to rule violations
? Training of supervisors
? Prompt action
? Impersonal discipline
? Reasonable penalty
? Follow up
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This post was last modified on 18 February 2020