QUESTION BANK

UNIT I
INDUSTRIAL RELATION
2marks
1. Define Industrial Relations.

Industrial Relations may be defined as the complex of inter -relations

among workers, managers and government.

Industrial relation are a relationship between management and

employees (or) among employees and their organization that
characterize and grow out of employment

2. What do you mean by Industrial Relations?

The Term ―Industrial Relations‖ commonly denotes employee – employee

relations, in both organized and unorganized sectors of the economy. Industrial
Relations also known as labour – management relations or labour relations. It will
be treated here as the study of employee – employer relationship and the outcome of
such relationship.

3. Write down some important objectives of Industrial Relation?

➢ To protect Worker’s and Management’s Interest.

➢ To improve economic status of Workers
➢ To increase the morale and discipline of workers.
➢ To prevent Industrial Conflict.
➢ To increase Productivity

4. What is the scope of Industrial Relation?

➢ Participative Management
➢ Dispute Settlement.
➢ Providing good working atmosphere.
➢ Trade Unions
➢ Employers Organisation.
➢ Collective Bargaining.

5. Write down the causes of poor industrial relations?

➢ Unhealthy Working Conditions.

➢ Indiscipline.
➢ Inadequate fixation of wage.
➢ Lack of human relations skill on the part of supervisors and other managers.
➢ Inadequate welfare facilities.
➢ Dispute on sharing the gains of productivity.

6. Define Trade Union.

According to Dale Yoder defined as ―A trade union is a continuous association of wage
– earners for the purpose of maintaining or improving the conditions of their
working lives
7. What do you mean by Trade Union?

In the words of Indian Trade Union Act, 1926, ―A trade union is any
combination, whether temporary or permanent, formed primarily for the purpose of
regulating the relations between workmen and employers, or between workmen and
workmen, between employers and employers, or for imposing restrictive conditions
on the conduct of any trade or business, and includes any federation of two or more
trade unions‖.

8. Define Trade Dispute.

A dispute between workers and employers which is "connected with" one or

more of the following: terms and conditions of employment, engagement or non -
engagement or termination or suspension of employment of workers, allocation of
work, discipline, membership or non-membership of a union, union facilities, and
management -union procedures.
9. What do you understand by Code of Conduct?

A code of conduct is a set of rules put in place by organizations to establish

exactly what is and is not acceptable by the their employees. It is also called as code
of Discipline.

10. What are the Objectives of Code of Conduct?

➢ To ensures that the employers and employees recognize each others rights and
obligations.
➢ To avoid work stoppage.
➢ To facilitate the free growth of trade unions.
➢ To maintain discipline in industry.

11. Write a short note Reformist Union.

These unions are those which aim at the preservation of the capitalist society
and the maintenance of the usual employer – employee relationship, elimination of
competitive system of production. They neither seek comprehensive change nor
wish todestroy the existing social, economic or political structure of the State.

12. What is Craft Union?

It is usually formed by workers belongings to the same craft, occupation or
Specialization. It is an organization of workers employed in a particular craft or
trade or in a single or two or three related trades / crafts / occupations. This Union is
also called as Horizontal Union.
Eg: Drivers association, Labour association.

13. What is Employee Discipline?

Discipline is management action to encourage compliance with organization

standards. According to Decenzo and Robbins, discipline refers to a condition in the
organization where employees conduct themselves in accordance with the
organization‘s rules and standards of acceptable behavior.

14. What you mean by Public Enterprise?

Company whose shares are available and traded on the stock market or other
over-the- counter market. Subject to more regulation than a privately owned
company, a public enterprise has greater access to financing. Shareholders own a
percentage of the company based on the amount of stock they own.
 13 Marks
1. Briefly explain about the concepts of industrial relation.

Meaning:

➢ The term industrial relations explain the relationship between

employees and management which stem directly or indirectly from union-
employer relationship.
➢ Industrial relations are the relationships between employees and
employers within the organizational settings. The field of industrial relations
looks at the relationship between management and workers, particularly
groups of workers represented by a union.
Definition:
➢ Industrial Relations may be defined as the complex of inter -
relations among workers, managers and government.
➢ Industrial relation are a relationship between management and
employees (or) among employees and their organization that
characterize and grow out of employment

Features of Industrial Relations

➢ Industrial Relation do not emerge in vacuum they are born of employment

relationship in an industrial setting. Without the existence of the two parties, i.e.,
labour and management, this relationship cannot exist.
➢ It provides the environment for industrial relations.
➢ Industrial Relation are characterized by both conflict and co-operations.
➢ The focus of Industrial Relations in on the study of the attitudes, relationships,
practices and procedure developed by the contending parties to resolve or at least
minimize conflicts.

The main objectives of industrial relations system are

➢ To safeguard the interest of labor and management by securing the highest level of
mutual understanding and good-will among all those sections in the industry which
participate in the process of production.
➢ To avoid industrial conflict or strife and develop harmonious relations, which are an
essential factor in the productivity of workers and the industrial progress of a
country.
➢ To raise productivity to a higher level in an era of full employment by lessening the
tendency to high turnover and frequency absenteeism.
➢ To establish and promote the growth of an industrial democracy based on labor
partnership in the sharing of profits and of managerial decisions, so that ban
individuals personality may grow its full stature for the benefit of the industry and
of the country as well.
➢ To eliminate or minimize the number of strikes, lockouts and gheraos by providing
reasonable wages, improved living and working conditions, said fringe benefits.
➢ To improve the economic conditions of workers in the existing state of industrial
managements and political government.
➢ Socialization of industries by making the state itself a major employer
➢ Vesting of a proprietary interest of the workers in the industries in which they are
employed.
Scope of industrial relations
➢ Protecting the interest of the employees
➢ Providing reasonable wages to employees
➢ Providing safe and hygienic working conditions
➢ Providing social security measures
➢ Maintaining strong Trade Unions
➢ Collective bargaining

2. Explain about importance of industrial relation.

Importance of industrial relation
➢ Uninterrupted production
➢ Reduction in Industrial Dispute
➢ High morale - Industrial relation improves the morale of employees
➢ Mental revolution
➢ New programmes
➢ Reduced wastage.
➢ Economic growth and Development
➢ Discourages unfair practices
➢ Enactment of statutory provisions

i. Uninterrupted Production
▪ To ensure continuity of production.
▪ continuous employment for all from manager to workers
▪ The resources are fully utilized, resulting in the maximum possible production. There is
uninterrupted flow of income for all.
ii. Reduction in Industrial Disputes
Good industrial relation reduces the industrial disputes.Disputes are
reflections of the failure of basic human urges or motivations to secure adequate
satisfaction or expression which are fully cured by good industrial relations.
iii. High morale
Good industrial relations improve the morale of the employees.
Employees work with great zeal with the feeling in mind that the interest of
employer and employees is one and the same, i.e. to increase production.
iv. Mental Revolution
The main object of industrial relation is a complete mental revolution
of workers and employees. The industrial peace lies ultimately in a transformed
outlook on the part of both. It is the business of leadership in the ranks of
workers, employees and Government to work out a new relationship in
consonance with a spirit of true democracy.
v. New Programmes
New programmes for workers development are introduced in an
atmosphere of peace such as training facilities, labor welfare facilities etc. It
increases the efficiency ofworkers resulting in higher and better production at
lower costs.
vi. Reduced Wastage
Good industrial relations are maintained on the basis of cooperation and recognition
of each other. It will help increase production. Wastages of man, material and
machines are reduced to the minimum and thus national interest is protected.
 3. Explain about industrial relations problems in the public sector.
i. Wage differentials
It is an area where comparison between the public and private sectors is
becoming common. The policy of settlement of wage structure,equal pay for
equal work, wage differentials due to levels of responsibilities etc are all the
issues that concern the labour in public enterprises.

ii. Industrial relations

Industrial Relations is a developing and dynamic concept and
such no more limits itself merely to the complex relations between the
unions and management but also refers to the general web of relationships
normally obtaining between employees – a web much more complex than
the single concept of labour capital conflict‖.

iii. Surplus labour

This problem is the outcome of indiscriminate recruitment on
account of political pressures,reduction of activities,structural changes and
improvement in technology.

iv. Over centralization

Management decisions taken at local shop level are turned down by
the higher authorities.This type of over centralization the local management
lose the prestige and confidence.

v. Multipricing of unions
The existence of multiple union has brought the evils of inter union rivalaries.
vi. Political and bureaucratic influence
Public enterprises are highly prone to be influenced by political and
bureaucratic set up. Generally political people influenced decision making
process

4. Discuss the growth of trade union in detail?

The growth and development of the labour movement, and for that part of
the trade unions, in India, can be divided into following periods, each of
them revealing different tendencies that mark it from others.

Social Welfare period, from 1875 to 1918

The development of industries led to large scale production on the
one hand and social evils like employment and exploitation of women and
child labour and the deplorable working conditions, the government‘s
attitude of complete indifference in respect of protection of labour from such
evils, on the other
Early Trade Union period, from 1918 to 1924
The year 1918 was an important one for the Indian trade union
movement. ―It market the start of a new era, an era of growth and one in
which the leadership of the trade unions was to pass from the hands of the
social workers into the hands of the politicians
 Left-wing Trade Unionism period, from 1924 to 1934
In 1924, a violent and long-draw-out strike by unions led to the
arrest, prosecution, conviction and imprisonment of many communist
leaders. The AITUC emerged as the representative of the Indian working
class. By 1927 it united 57 unions with a membership of 150,555. the rapid
growth of the trade unionism was facilitated by the growth anti-imperialist
national movement; (ii) the brutal violence and repressive measures let loose
by the British government, particularly the Jallianwala Bagh massacre,
Rowlatt Act, indiscriminate arrest and imprisonment of national leaders and
Satyagrahis; (iii) the phenomenal profits earned by the capitalist in the face
of falling real ages during the post-war period.
Trade Unions’ Unity period from 1935 to 1938
In mid-thirties of the 20th century the state of divided labour
movement was natural thought undesirable and soon after the first split,
attempts at trade union unity began to be made through the efforts of the Roy
Group on the basis of ‗a platform of unity‘. The imitative taken by All-India
Railwaymen‘s Federation (s neutral body) had shown fruitful results. This
Federation in its conference at Bombay, formed a Trade Union Unity
committee in 1932. The Committee adopted the following ―platform of
unity.
A trade union is an orange of class-struggle; its basis task is to
organize the workers for advancing and defending their rights and interests.
Negotiation, representations and other methods of collective bargaining must
remain an integral part of the trade union activates.‖
Second World War period from 1939 to 1945
The Second World War, which broke out in September 1939, created
new strains in the united trade union movement. These strains arose because
of the different political factions in the AITUC related in different ways to
the role of India as a protagonist in the war.
Post – independence period from 1947 to date.
As pointed out earlier, when attempts to restructure the AITUC failed, those
believingin the aims and ideals other than those of the AITUC separated
from the organizationand established the Indian National Trade Union
Congress (INTUC) in May, 1947

5.Briefly explain about objectives and basic principles of code of conduct.

Code of conduct.
A code of conduct is a set of rules put in place by organizations to establish
exactly what is and is not acceptable by the their employees. It is also called as code
of Discipline.

Objectives of Code of Conduct

o To ensures that the employers and employees recognize each others
rights andobligations.
o To avoid work stoppage.
o To facilitate the free growth of trade unions.
o To maintain discipline in industry.
o To promote constructive co-operation between the parties concerned at all levels
o To eliminate all forms of coercion, intimidation and violence in industrial relations
o To secure settlement of disputes and grievances by negotiation, conciliation and
voluntary arbitration.
Principles of code of conduct:

▪ Every employee in industry or unit shall have the freedom and right to join
a unionof his choice. No coercion shall be exercised in this matter.
▪ There shall be no dual membership of unions.
▪ There shall be regular and democratic elections of executive bodies.
▪ Casteism, communalism and provincialism shall be eschewed by all unions.
▪ There shall be no violence, cocercion, intimidation, or personal vilification
in inter –union dealings.
▪ All Central unions shall combat the formation or continuance of company unions.
 Unit II

INDUSTRIAL CONFLICTS
2 marks
1. Define Industrial Disputes.
According to the Industrial Disputes Act, 1947, Section 2(k); ―Industrial Disputes
mean any dispute or difference between employers and employers, or between
employers and workmen or between workmen and workmen, which is connected
with the employment or non – employment o r term of employment or with the
conditions of labour of any person‖.

2. What do you mean by Industrial Conflicts / Disputes?

Industrial Disputes mean any dispute or difference between employers and
employers, or between employers and workmen or between workmen and workmen,
which is connected with the employment or non – employment or term of
employment or with the conditions of labour of any person‖.

3. What do you mean by Impact of Industrial Disputes?

➢ The consequences of industrial disputes are far – reaching, for they disturb the
economic, social and political life of a country.
➢ Industrial disputes also affect the national economy.
➢ Prof. Pigou has observed: When labour and equipment in the whole or any part
of an industry are rendered idle by a strike or lockout, national dividend must suffer
in a way that injures economic welfare.

4. What do you mean by Strike? Define Strike?

Strike is ―a temporary cessation of work by a group of employees in order to express

their grievance or to enforce a demand concerning changes in work conditions‖.

Section 2(q) of the Industrial Disputes Act, 1947, defines a strike as ―a cessation of
work by a body of persons employed in any industry acting in combination, or a
concerted refusal under a common understanding of a number of persons who are or
have been so employed to continue to work or to accept employment‖.

5. Write about lock out,layoff

Lock – out:
Under the Industrial Disputes Act, 1947, Section 2(1), ―A lock – out means the
closing of a place of business or employment or the suspension of work, or the
refusal by an employer to continue to employ any number of persons employed by
him.‖
Lay – off:
Lay – off means failure, refusal or inability of an employer, shortage of power, or
raw material or accumulations of the stocks or the breakdown of the machinery or for
any other reason to give employment to a workman whose name is borne on the
muster rolls of his industrial establishment and who has not been retrenched.
6. What do you mean by Retrenchment?

Retrenchment means the termination of the service of a workman for any reasons by
the employer what so ever otherwise than as a punishment inflicted by the way of
disciplinary action but does not include voluntary retirement of the workman or
retirement of the workman reaching the superannuation if the contract of
employment between the employer and the workman concerned contains a
stipulation in that behalf, or termination of the service of a workman on the ground of
continuous ill health.

7. Define & meaning of Collective Bargaining

Definition
According to Richardson, defines ―Collective Bargaining takes place when a number
of work people enter into negotiation as a bargaining unit with an employer or a
group of employers with the object of reaching agreement on conditions of the
employment of the work people.‖
Meaning:

Iaat means collective negotiations between the employer and the employees relating
to their work situations. The success of these negotiations depends upon mutual
understanding and give and take principles between the employers and employees.

8. Write a short not on Industrial Peace.

Industrial peace is not merely a negative concept signifying the absence of industrial
unrest, or the reconciling of hostile forces in order to avoid ruinous strife, but it also
signifies the active presence of harmonious and good industrial relations generating
amity and goodwill between the partners in an industry – a condition which is both
the cause and effect of fruitful co – operation.

9. What you mean by Voluntary conciliation?

Conciliation is a voluntary proceeding, where the parties involved are free to
agree and attempt to resolve their dispute by conciliation. The process is flexible,
allowing parties to define the time, structure and content of the conciliation
proceedings. These proceedings are rarely public. They are interest-based, as the
conciliator will when proposing a settlement, not only take into account the parties'
legal positions, but also their; commercial, financial and / or personal interests.

10. Define collective bargaining.

According to Richardson, defines ―Collective Bargaining takes place when a
number of work people enter into negotiation as a bargaining unit with an employer or a
group of employers with the object of reaching agreement on conditions of the
employment of the work people.‖

10. What is Arbitration?

According to Kurt Brenn, ―the objective of arbitration is not com – promise, but
adjudication, through the parties is at liberty to compromise. A wise arbitrator will
certainly promote such agreements; but, as a rule, there is no place for compromise in
the awards.‖ This basic difference between the settlement approach and the quasi –
judicial approach must be appreciated.
11. Write a short not on grievances.
Grievances are feelings, sometimes real, sometimes imagined which an employee
may have in regard to his employment situation. It is a broad concept and cover
dissatisfaction.

12. What do you mean by Adjudication?

➢ Adjudication consists of settling disputes through intervention by the third

party appointed by the government.
➢ A dispute can also be referred to adjudication by the Government even if
there is no consent of the parties in which as it is called ‗compulsory
adjudication‘.
➢ Adjudication means a mandatory settlement of an industrial dispute by labour
court or tribunal.

13 marks

1. Enumerate the term conflict and briefly explain about impact of industrial
relations conflict for a business.
Conflict
Misunderstanding between two employees or management and workers on the terms of
employment.

Industrial Disputes
An industrial dispute may be defined as a conflict or difference of opinion between
management and workers on the terms of employment. It is a disagreement between an
employer and employees' representative; usually a trade union, over pay and other
working conditions and can result in industrial actions.

Impacts of industrial relations conflict for a business

Industrial relations conflict can affect the business in the following way.
➢ Reduced productivity
➢ Loss of profits
➢ Damage to public image
➢ Difficulty in recruiting & keeping staff
➢ Wasted time and energy
➢ Increased costs

1.Reduced productivity
Due to lack of interests, labour will not concentrate in quantity and quality of
production. It leads to loss of profit.
2. Loss of profits

Even though all companies and organizations are targeting in profits, they can‘t
proceed for that goals because of labour absence and decrease in production.

3. Damage to public Image

Company‘s good will and self image is very important in this competitive
world. So, due to industrial disputes and strikes that image will be get down in people
mind.
4. Difficulty in recruiting & keeping staff

Employee must have the value and satisfaction in their working period about the
company, but if the firm‘s value has damaged due to industrial disputes means the
company can‘t recruit any other employees to their company and fulfilment of goals.

5. Wastage of time and Energy

If unnecessary disputes arises inside the organization and it is continuing means

it will result in major discussion and finally it leads to wastage of time and energy.

6. Increased costs

The mantra for perfect business is decrease in cots and increase in profits, but the
increase in industrial disputes will have the main problem of increase in costs and
decrease in production and also the profit

Major impacts:
1. Unrest and unnecessary tensions engulf the hearts and minds of all the people
involved - labourers and senior management.
2. There is economic loss due to conflicts because conflicts may result in strikes and
lock-outs. This causes low or no production resulting in industrial loss.
3. Industrial loss es may cause economic depression because many industries are
interlinked. A problem in one industry may drastically affect another industry.
4. The lives of low-level labourers become worse when they are out of work. They may
be the only working members of the family, and their joblessness may lead everyone in
the family to poverty.
5. When industrial conflicts get out of hand, they become a threat to peace and security.
Workers may resort to violence and indulge in sabotage.

2. Briefly explain about various causes of industrial disputes.

Causes of Industrial Disputes

➢ Wages and allowances
➢ Personnel and retrenchment
➢ Indiscipline and violence
➢ Bonus
➢ Leave and working hours
➢ Miscellaneous

3. Brifely explain about various types of strike with neat sketch.

Strikes
Strike is a temporary cessation of work by a group of employees in order to express
their grievance or to enforce a demand concerning changes in work conditions‖.

Types of Strikes
1. Go slow
Go slow does not amount to strike but it is a serious case of misconduct.

2. Hunger strike
Some workers may resort to fast on or near the place of work or residence of the
employer
3.Lightning or wildeat strike
It is an unofficial strike ie., a strike not sanctioned by the union. Such strikes occur in
violation of the no strike pledge in collective bargaining agreements

4.Stay in, sit down, pen down or Tool down strike

In all such cases the workmen after taking their seats, refuse to do work by their
combination

5.Symapathetic strike
Cessation of work in the support of the demand workmen belonging to their employer.
The management can take disciplinary actions for the absence of workmen.
6. Economic Strike
In this type the members of trade union stop work to enforce their economic demands
such as increase in wages, bonus and other benefits.

General strike
It means a strike by members of all or most of the unions in region or an industry. It nay
be a strike of all or most of the unions in region or an industry.

Lock outs
It is declared by the employers to put pressure on their workers.It is an act on the part of
the employers to close down the place of work until the workers agree to resume work
on the terms and conditions specified by the employers.

Lay off
Lay off means failure, refusal or inability of an employer, shortage of power or raw
materials or accumulation of the stocks or the breakdown of the machinery or for any
other reason not to give employment to a workman.

Retrenchment
It means the termination of the service of a workman for any reasons by the employer.
It does not include the voluntary retirement of the workman.

Gherao
It denotes collective action by the workers which members of the management will be
imprisoned by them
Picketing
When workers are dissuaded a certain men at the factory gates it is called as picketing.
It is perfectly legal . It is to draw the attention of public.

Boycott
The workers may decide to boycott the company by not using its products. It affects
marketability of its products.

4. Explain the various steps helps to promote industrial peace.

Industrial peace
Industrial peace is not merely a negative concept signifying the absence of industrial
unrest, or the reconciling of hostile forces in order to avoid ruinous strife, but it also
signifies the active presence of harmonious and good industrial relations generating
amity and goodwill between the partners in an industry – a condition which is both
the cause and effect of fruitful co – operation

• Strong trade union with democratic norms

• Employers should have progressive outlook
• Employers should recognize the rights of the workers\
• Both (workers and management) should faith in collective bargaining and
settlement disputes.
• Encourgement of workers participative management.
• Two communication between both the parties
• Govt should play an active role for promoting industrial peace.It should make
law for the compulsory recognition of a representative union in each
industrial unit.

5.Explain the various machinery for preventing industrial disputes.

The various methods and machinery under the industrial disputes act can be classified
as under the following heads:
(I) Conciliation
Works committee
Conciliation officer
Board of conciliation
(II) Arbitration
Court of inquiry
(III) Adjudication
Labour court
Industrial tribunal and
National trinal

Conciliation:
Conciliation may be described as ―the practice by which the services
of a neutral third party are used in a dispute as a means of helping the
disputing parties to reduce the extent of their differences and to arrive at
an amicable settlement or agreed solution. It is a process of rational and
orderly discussion of differences between the parties to a dispute under
the guidance of a conciliator.
Conciliation Officer:
According to the Industrial Disputes Act, 1947, Section 4, the Central
andState Governments can appoint conciliation officer by a notification in
the OfficialGazette to that effect. He is ―changed with the dut ies of mediating in
 and promoting the settlement of industrial disputes. He may be appointed for a
specified area or for specified industries in any area or for one or more specified
industries. He can be permanently appointed or for a limited period.
Arbitration
According to Kurt Brenn, ―the objective of arbitration is not com –
promise, but adjudication, through the parties is at liberty to compromise.
A wise arbitrator will certainly promote such agreements; but, as a rule,
there is no place for compromise in the awards.‖ This basic differenc e
between the settlement approach and the quasi– judicial approach must
be appreciated.
Types of Arbitration
Arbitration may be ‗voluntary‘ or ‗compulsory‘

1. Voluntary arbitration implies that the two contending parties, unable

tocompose their differences by themselves or with the help or the mediator
or conciliator, agree to submit the conflict / dispute to an impartial
authority, whose decision they are ready to accept.

2. Compulsory arbitration, on the other hand, is one where the parties are
required to accept arbitration without any willingness on their part. When
one of the parties to an industrial dispute feels aggrieved by an act of the
other, it may apply to the appropriate government to refer the dispute to
adjudication machinery. Such reference of a dispute is known as
‗compulsory‘ or ‗involuntary‘ reference.

Adjudication

Adjudication consists of settling disputes through intervention by the third

party appointed by the government. A dispute can also be referred to
adjudication by the Government even if there is no consent of the parties
in which as it is called‗compulsory adjudication‘.
Labour Court
One or more labour courts may be constituted by the appropriate government.
A labour court shall consist of one person only, who:
➢ Is or has been a judge of a High Court; or
➢ Has been, for a period of not less than 3 years, a District Judge The Labour courts
deal with disputes relating to
➢ Dismissal or workers and grant of relief to them
➢ The application and interpretation of standing orders.
➢ Withdrawal of any statutory concession.
➢ Illegality of any strike or lockout.

Industrial Tribunals:
➢ The industrial tribunals deals with disputes relating to
➢ Compensatory and other allowances.
➢ Working atmosphere.
➢ Bonus, Profit sharing, Provident Fund and Gratuity.
➢ Retrenchment.
National Tribunals:
These tribunals are set up by the Central Government for the adjudication of
industrial disputes. These tribunals are meant for those disputes which as the name
suggests involve the questions of national importance.

The national tribunals consist of one person only to be appointed by the Central
Government. Both employers and employees are prohibited from declaring a lockout
or going or a strike unless a six weeks‘ notice before the lockout or strike.

UNIT III
LABOUR WELFARE

2 marks
1. Write a short note on Labour Welfare?

The concept of labour welfare is flexible and elastic and differs widely with time,
region, industry, social values and customs, degree of industrialization, the general
socio – economic development of the people and the political ideologies prevailing at
a particular time. It is also molded according to the age – group, sex, socio – cultural
background, marital and economic status and educational level of the workers in
various industries.

2. Define Labour Welfare?

According to the Committee on Labour Welfare, welfare services should mean:

―Such services, facilities, and amenities as adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangements for travel to and from place of
work, and for the accommodation of workers employed at a distance from their
homes; and such other services, amenities and facilities, including social security
measures, as contribute to the conditions under which workers are employed.

3. What do you mean by Recreation?

Recreation also has an important role in the development of an individual‟s
personality and his capacity to contribute to social development. These facilities
bring out the hidden talents of employees. These facilities improve the performance
and job satisfaction of the employees. Recreation are dance clubs, craft centres,
cultural programmes, music clubs, festival celebrations, study circles, reading room
and library, swimming pool, athle tics, gymnasium.

4.Write a short note on Employee’s Education .

In the word of William Flayed, ―Worker Education‖ is an attempt on the part of
organized labour to educate its own members under an educational system in which
the workers prescribe the courses of instructions, select the teachers and in a
considerable measure, furnish the finance.‖

5.Write a short note on Employee’s Training Programme?

The Board has developed a need based, three tier training programme for education
officers, workers and teachers. In first state education officer are trained. The period
or training is four months. Then they give training for different regional centres.

Second stage is to get selected workers trained as worker teachers at the regional and
sub -regional centres by the educational officers. The duration of training programme
is three months.

6.What is Labour Funds?

Labour welfare funds are created as a measure of social security provided to the
working class. Social security is one of the working class. Social security is one of
the three categories of labour welfare activities classified by the study group
appointed by the Government of India to examine the labour welfare activities.

7.Write about Social Security Measures.

Social security can be said to be measures of protection provided by society against

certain contingencies of modern life, namely, sickness unemployment, old age,
dependency, industrial accidents and invalidation against which the individual cannot
be expected to protect him.

8.Write a short note on Statutory Welfare Measures.

Statutory welfare measures mainly include welfare facilities provided within the
precincts of an industrial establishment. They form part of the employers‟ statutory
obligations. All welfare states provide welfare to the labour by securing and
protecting social order to ensure social, economic and political justice.
9.List out the theories of labour welfare.

➢ Policy theory
➢ Religious theory
➢ Philanthrophic theory
➢ Public relations theory
➢ Social theory
10.List out the different types of housing scheme.

➢ Integrated subsidized housing scheme

➢ Subsidized housing scheme for plantation workers
➢ Income grouping housing scheme
➢ Village housing projects scheme

11.What are the measures involved in non statutory welfare measure?

➢ Health
➢ Education
➢ Recreation
➢ Transport

13 marks.

1. Briefly explain about Needs for Welfare Services & objectives of Welfare.

➢ The employers need welfare activities to discharge their social responsibility,

raise the employees morale use the work force more effectively and to reduce
 function with workers and to avoid
Welfare facilities besides removing dissatisfaction help to develop loyalty in
workers towards the organization.
➢ Welfare may help minimize social evils, such as alcoholism, gambling,
prostitution and drug addiction.
➢ To create harmonious industrial relationship.

Objectives of Labour Welfare.

➢ To build up stable labour force to reduce labour turnover and absenteeism
➢ To make the industrial employment more attractive and enable the workers tolive a richer and
more satisfactory life.
➢ To increase the mental efficiency and economic productivity of industrialworkers and
efficiency of the enterprise.
➢ To raise the standard of living of the workers by indirectly reducing theburden on their
means of living.
➢ To win over employees loyalty and increase their moral.

2. Explain the scope of Labor welfare.

Working Environment
Favourable working environment enhances efficiency of workers and includes proper
illumination, safety, temperature, vetilation, sanitation, cleanliness and canteen
facilities.
Workplace sanitation and cleanliness is very important for making workplace
favourable to workers. Following points should be considerdered to make workplace
favourable to workers.
➢ Proper ventilation, lighting, temperature, cleanliness, seating arrangements etc.
➢ Proper safety measures for workers should be there.
➢ Sufficient urinals, lavatories and bathing facilities should be provided and cleaned
regularly.
➢ Proper gardening and cleanliness of open spaces.
➢ Pure drinking water should be provided.
➢ CantSeenservices.

Healthfacilities

➢ Health center should be provided within factory.

➢ Ambulance service should be provided within factory in case of any emergency.
➢ Free medical checkup of workers and health and diet counselling of workers.
➢ Availablity of Doctor inside the factory for emergency.
➢ Women and child welfare work.
➢ Recreation facilities inside the organisation
➢ Education and library services

3. Explain various voluntary welfare activities.

Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up
Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs
Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.
Harassment Policy: To protect an employee from harassments of any kind, guidelines
are provided for proper action and also for protecting the aggrieved employee.
Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.
Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.

4. Explain various statutory welfare activities.

The statutory welfare schemes include the following provisions:

Drinking Water
At all the working places safe hygienic drinking water should be provided.
Facilities for sitting
In every organization, especially factories, suitable seating arrangements are to be
provided.
First aid appliances
First aid appliances are to be provided and should be readily assessable so that in case
of any minor accident initial medication can be provided to the needed employee.
Latrines and Urinals
A sufficient number of latrines and urinals are to be provided in the office and factory
premises and are also to be maintained in a neat and clean condition.
Canteen facilities
Cafeteria or canteens are to be provided by the employer so as to provide hygienic and
nutritious food to the employees.
Spittoons
In every work place, such as ware houses, store places, in the dock area and office
premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.
Lighting
Proper and sufficient lights are to be provided for employees so that they can work
safely during the night shifts.
Washing places
Adequate washing places such as bathrooms, wash basins with tap and tap on the stand
pipe are provided in the port area in the vicinity of the work places.
Changing rooms
Adequate changing rooms are to be provided for workers to change their cloth in the
factory area and office premises. Adequate lockers are also provided to the workers to
keep their clothes and belongings.
Rest rooms
Adequate numbers of restrooms are provided to the workers with provisions of water
supply,washbasins, toilets, bathrooms, etc.
5. Explain about Education and training programme.

Employee’s Education:
In the word of William Flayed, ―Worker Education‖ is an attempt on the part of
organized labour to educate its own members under an educational system in which the
workers prescribe the courses of instructions, select the teachers and in a considerable
measure, furnish the finance.‖
Features of employees education
i. The scope of workers‘ education is much wider than that of trade union
education but is narrower than that of adult education.
ii. The workers‘ education is designed to create trade union consciousness among
workers, besides making them good citizens and training them to understand their
status, rights and responsibilities.

iii. In workers‘ education, the workers themselves prescribe the curriculum and
select the teachers who have full sympathy with the working class.

iv. The institutions providing workers‘ education are owned, financed and managed
by the workers.

v. It is aimed at increasing the bargaining power of trade unions and making the
working class more sensible and cooperative.

vi. It differs from vocational and professional education, for its main aim is to train
a worker for his group advancement and increasing individual creativity, whereas
vocational and professional education aims at individual development.

vii. The approach in workers‘ education is psychological and philosophical.

viii. It includes general education, vocational education, technical education, social

education and training in trade unionism.

The Director General of Employment and Training (DGET) has designed a number of
training procedures are

Craftsmens Training Programme.

➢ To promote the efficiency of craftsmen
➢ To conduct various types of test for selection of craftsmen trainees
➢ The duration of the course is one to two years
➢ National trade certificate is issued for successful candidates
Craft Instructors Training.
Education- ITI or diploma is required
Advanced Vocational Training System.
To give training to advanced skill workers &technicians.
Foremans Training.
For the training of foreman an institute was set up
Training is provided to the existing and potential shop foremen and supervisors in
theoretical and managerial skills and workers from industry in advanced technical skills
Apprenticeship Training Scheme.
➢ Apprenticeship act,1961
➢ Employers are required to engage apprentices
Part Time Training for Industrial Workers.
To conduct part time evening classes are organized to improve the standards of
working
Vocational Training Programme for Women.
It includes instructor training,basic training and advanced training in selected trades
particularly suitable for women
 UNIT IV
INDUSTRIAL SAFETY
2 marks
1. Define Accident and Industrial Injury?

Accident:

According to Worker’s Compensation Act, 1923, ―An occurrence mishap or

untoward event which is not expected or designed for and arising out of and in the
course of employment of an industrial worker.‖
Industrial Injury:

According to Factories Act, 1948, ―A Personal Injury to an employee which has been
caused by an accident or an occupational disease and which arises out of or in the
course of employment and which could entitle such employee to compensation under
Workers Compensation Act, 1923.‖
2. What are the methods for preventing industrial accidents?

The organization should have strong voluntary machinery for the prevention of
accidents and should follow strictly the guidelines issued by the Government. The
machinery for prevention of accident and can be studied under heads (a) voluntary
machinery and (b) regulatory machinery.

3. What is Safety Committee?

Some organization primarily constitutes a safety committee.

➢ This committee ensures the establishment of safe working conditions in an

organization.

➢ The size of the committee depends on the size of an organization and generally
includes one or more persons from among the employees.

➢ The workers suggestion of safety programmes, procedures to be adopted by the

organization.

4. What is Industrial Health?

The Joint I.L.O AND W.H.O committee on organizational health held in 1950 defined
organizational health as

➢ The promotion and maintenance of physical, mental and social well-being of

workers in all occupations.

➢ Preventing among workers of ill health caused by the working conditions.

➢ Protection of workers in their employment from risk factors adverse to health.

➢ Placing and maintenance of worker in an occupational environment adapted to

his physical and psychological equipment.
5. Write down some importance of Industrial Health?

➢ As the large member of workers spend a great deal of their time in an

organization, their environment is not usually conducive to a health life.

➢ Malnutrition, insanity and psychological conditions and the stress and strain
under which they work is very injurious to their health.

➢ The symptoms of bad health are a high rate of absenteeism and turnover and
indiscipline, poor performance and low productivity.

➢ Industrial health programmes are very useful for reduction in the rate of labour
turnover, absenteeism, accidents, lower performance and occupational diseases.
7. List out the Causes of Bad Health (or) Reasons for Bad Health?

The main causes of bad health are

Defective
nutrition

Other causes Uneducation

Causes of
Bad
Health

Inadequate
medical &
Insanity
health
organiz
ation

8. Write down some important

i. Objectives of Industrial Hygiene?

ii. Principles of Industrial Hygiene?

Objectives of Industrial Hygiene:
Protecting the labour working in all the occupations from diseases

1.Maintaining the highest standard of their physical, mental and social welfare

2. Protecting the workers from diseases and accidents caused by their working
conditions and its ill effects on their health

3. Making adjustments between the work and the nature of individual

Principles of Industrial Hygiene:

➢ Environmental health hazards in the work place can be measured quantitatively

➢ Continuous surveillance

➢ Occupational exposure limits be adhered to

➢ The health effects of hazards in the workplace usually show a dose-response

relationship .

9. What are

i. Occupational Hazards?

ii. Occupational Diseases?

Occupational Hazards:

An industrial worker can be exposed in the following types of hazards, depending upon his
occupation.

Occupational Diseases:

Occupational Diseases are the results of physical conditions and the presence of industrial
poisonous and non-poisonous dust in the atmosphere. Raw material, products, by products, and
waste products may enter the body to endanger the health of the workers.

10. What is Psychological Hazards?

Psychological Hazards may develop due to the workers inability to live in harmony with his
environment, both at home and place of work.

* Psychological Hazards are now assuming more important than physical or

chemical hazard.

* Psychological Hazards are lack of job satisfaction, emotional tension, sense of

insecurity, fear, worry and anxiety.

11. Define Employee Counselling?

According to British Association of Counselling define as ―The task of counselling is to give

the client an opportunity to explore discover and clarity ways of living more resourcefully and
towards greater well-being.‖

13 MARKS

1.Explain various Types of psychological problems.

1. Depression - This section describes the various types of depression, including major
depresion, dysthymic disorder, non-specific depression, adjustment disorder with depression
and bi-polar depression.
2. Anxiety Disorders -Different anxiety problems are reviewed including panic disorder, post
traumatic stress, social anxiety, agoraphobia, generalized anxiety, obsessive compulsive
disorder and specific phobias.
3. Schizophrenia - Schizophrenia is a chronic, severe, and disabling brain disease. Here, you
will find information about the causes and treatment of schizophrenia, including information
about new medications being developed to combat this illness.
4. Childhood Disorders - Childhood psychological problems related to behavioral control
problems, including ADHD, conduct disturbance, and oppositional behavior are discussed.
Separation anxiety, a common problem in young children, is also reviewed in this section.
5. Impulse Control Disorders - Psychological problems involving loss of control are described
in this section. Anger control problems are usually diagnosed as intermittent explosive
disorder by psychologists, and there is a separate discussion of Domestic Violence problems.
These problems are described in this section: Pathological gambling, Intermittent Explosive
Disorder, Domestic Violence, Kleptomania, Pyromania, Pathological Gambling, and
Trichotillomania.
6. Personality Disorders - General characteristics of all personality disorders will be
summarized, with more detailed information about obsessive compulsive, narcissistic and
borderline personality disorders.
7. Adjustment Disorders - The general characteristics of adjustment disorders are explained, as
well as presenting information about life stressors that lead to adjustment problems, such as
marital conflict and job stress.
8. Family Problems - Sometimes family conflicts occur because one or more family members
has a psychological disorder, such as those described above. However, family conflicts also
arise because of communication problems, parenting issues, school problems and sibling
conflict. These issues are described in this section.

2. Explain about objectives,advantages of counseling.

Objectives of Counselling:

➢ Provide empathic atmosphere of genuine concern about his difficulties, tensions, worries,
problems, etc., so that he can freely discuss and share his views with counselling.

➢ Increase his personal & interpersonal effectiveness by assisting him in analyzing has
interpersonal competence.

➢ Gain an insight into the dynamics of his behavior by providing necessary feedback.
➢ There should not be any display of difference in status between the two.

➢ Prepare alternate action plans for improving his performance and behavior.

Advantages of Counselling (or) Importance of Counselling:

▪ Counselling is an effective way to help someone with their personal problems.

▪ It enables people to think for themselves and take right decisions.

▪ It is in tune with the changing attitudes towards authority.

▪ Counselling reduces absenteeism and labour turnover.

▪ Ability to learn from mistakes and experience.

▪ He should be a good listener and show genuine interest in solving the problem of the worker.
Basic steps in safety Programme

In industries, many plans, some of them far reaching, have been formulated for the prevention of
accidents. Some of the useful plans are based on fundamental principles which start with simple
steps undertaken usually in the following order.

(1) Obtain co-operation of plant manager: The manager‘s desire for safety achievement must
be clearly visible through his action to achieve it.

(2) Obtain co-operation of other Heads of Departments: The other heads of departments must
make safety an integral part of the operating organization.

(3) Analyze Accident records: Accident reports for the past year or two should be analyzed
to earn, if possible, the how, who, where, when and why of each accident.

3. Briefly explain about various provision of Statutory Safety.

The statutory safety provisions as applicable to factories in India are found in sections 21
through 40 of the Factories Act, 1948. A detailed version of each of these sections are listed
below. The number mentioned in the right hand extreme refers to the actual number of section as
found in the Act.
Section 21. Fencing of machinery
Section 22. Work on or near machinery in motion
Section 23. Employment of young persons on dangerous machines
Section 25. Casing of new machinery
Section 27. Hoists and lifts
Section 28. Lifting machines, chains, ropes and lifting tackles
Section 29. Revolving machinery
Section 30. Pressure plant
Section 31. Floors, stairs and means of access
Section 32. Pits, sumps, openings in floors, etc.
Section 33. Excessive weights
Section 34. Protection of eyes
Section 35. Precautions against dangerous fumes, gases, etc.
Section 36 a. Precautions regarding the use of portable electric light
Section 37. Explosive or inflammable dust, gas, etc
Section 38. Precautions in case of fire
Section 39. Power to require specifications of defective parts or tests of stability
Section 40. Safety of buildings and machinery
Section 40 a. Maintenance of buildings
Section 40 b. Safety officers
Section 41. Powers to make rule to supplement
4. Explain about occupational diseases in detail.
Occupational diseases are the results of physical conditions and presence of industrial poisonous
and non poisonous dust in the atmosphere.
➢ Silicosis
➢ Bagassosis
➢ Byssionosis
➢ Manganese poisoning
➢ Mercury poisoning
➢ Lead poisoning
➢ Phosphorous poisoning
➢ Anthrax
➢ Caisson disease
Protection against health hazards
➢ By substituting less toxic substances for the hazardous chemical by providing protecting
clothing &safety education.
➢ In radiation industries insists their employees wear badges.
➢ By controlling noise in factories by segregating noisy equipment.
➢ To take necessary actions for optimum temperature,controlling dust,clothing and shields

Recommendations of the national commission on labour

➢ Protecting the workers againt any health hazards which may arise out of their work .
➢ Contributing towards the workers,physical and mental adjustment in particular by the
adoption of workers to the job for which they are suited.
➢ Contributing to the e
➢ Establishment and maintenance of the highest possible degree of physical and mental well
being of the workers.

5. Briefly explain about occupational hazards and its type

1. Chemical Hazards:
The common chemical substances, such as carbon monoxide, carbon diox•ide, nitrogen dioxide,
sulphur dioxide, hydrocarbons, sulphuric acid, tannic acid acetic acid, fumeric acid, ozone, limes
and alkalies cause injury to the employee when they are absorbed through skin and inhaling or
ingesting. Workers may suffer from respiratory diseases, skin diseases, allergy, heart disease,
cancer and neurological disorders.These diseases may be temporary or chronic in nature. Often a
disease may be difficult to diagnose because either its symptoms may appear after a long
dormant period or may not be apparent at all. These diseases often shorten employee s life
expectancy.
2. Biological Hazards:
These hazards are manifested by diseases caused by bacteria, fungi, vi•ruses, insects, dietary
deficiencies, excessive drinking, allergies, brain fever, imbalances, tetanus, stresses and strains.
All these tell upon employee‘s health.
3. Environmental Hazards:
Environmental hazards may include noise pollution, vibration and shocks, illumination,
radiation, heat, ventilation, air and water pollution. These hazards cause redness of eyes, genetic
disorders, cancer, sterility, hearing loss, nerve injury etc., to workers.
4.Psychological Hazards:
Industrial/job stress caused by various stressors such as task and role demands, organisational
leadership, lack of group cohesion, intergroup and interpersonal conflicts, life and career
changes, etc., lead to emotional disturbances which, in turn, lead to fatigue and exhaustion. All
these affect health of employees.

UNIT V
WELFARE OF SPECIAL CATEGORIES OF LABOUR
2 marks
1. Difference between Organized Labour and Unorganized Labour?

Nature of difference Organized Labour Unorganized Labour

Inconstant of Irregular
Place of work Constant at Regular place
Place

Membership Can join in a union Can join in any union

They are recognized as a No negotiation to them as

Recognition
Labour a labour

Retirement Are limit for retirement No age limit

Age Complete the age 18 years No age limit

Benefit as per Act They can get all benefit No benefit for them

Security of job Fully secured No security

2. What do you mean by Contract Labour?

➢ The contract labour is labour which is not carried on the payroll and is not directly paid. It is
usually divided into two categories.

➢ Those employed on job contracts; and Those employed on labour contracts

➢ The large establishments offer job contracts for such operations as the loading and unloading
of the metals by the mining industry or the construction of roads or buildings by Public Works
Department.

3. What is Child Labour?

Children have to be taken care and must be protected from being exploited by the society.
Children of any age, whether, male or female should be not only protected but also safeguarded
and developed to grow in a healthy atmosphere.

4. Describe some of the Statutory Provisions on Child Labour?

The child shall enjoy special protection and shall be given opportunities and facilities, by law
and other means, to enable him to develop, physically, mentally, spiritually and socially in a
healthy and normal manner and in conditions of freedom and dignity. In the enactment of laws
for this purpose, the best interest of the child shall be the Paramount Consideration.

5. What is Female Labour?

Participation of women in economic activity is common in all countries. But in developing

countries, the incomes of women labour by and large are low. Moreover, if women have to work,
she needs more protection than man in her working environment in developing countries and in
traditional occupations.

6. List out the statutory provisions for women welfare

* Maternity Provision 1919

* Night Work 1919

* Underground work 1935

* Equal Remuneration 1951 and

* Discrimination (Employment and Occupation) 1958.

7. What is Construction Labour?

Construction industry employs around three million workers and the nature of work is
considered hazardous. Large number of unskilled and semiskilled labour both male and female is
employed on various form of building operation and road constructions.

8. Describe Handicapped and Disabled Workmen? Write down its categories?

A handicapped person is one who is having some shortcoming or infirmity which detracts a
person from being a normal human being.

Handicapped may be divided into different categories viz.

 *Physically handicapped,
*Mentally handicapped,
*Socially handicapped, and
*Aged persons.

9. Write down the disablement benefit?

A person who sustains disablement for not less than 3 days, in entitled to periodic payment (at
the rate of 40% more than the standard benefit rate which of `.14 or more depending upon his
wages).
A person who sustains permanent disablement whether total or partial is entitled to periodical
payment at such percentage of benefit payable in the cage of disablement as of proportionate to
the percentage of loss of earning capacity.

10. Define Social Security? What is mean by Social Security?

Definition:

According to Friedlander define as, ―The programme of protection provided by society against
the contingencies of modern life, sickness, unemployment, old age dependency, industrial
accidents and invalidism against which the individual cannot be exploited to protect himself and
his family by his own ability for foresight‖.
Meaning of Social Security:
Social Security means the security provided by the society to the needy citizens on the principles
of human dignity and social justice. Social Security Programmes are now increasingly being
accepted as useful and necessary instrumented for the protection and stability of the labour force.

11. Write down some important social security measures were introduced by the Government?

➢ Workers Compensation Act, 1923

➢ Employees State Insurance Act, 1948
➢ Maternity Benefits Act – By State and Central Gover nment
➢ Coal Mines Provident Fund and Bonus Act, 1948
➢ Employees Provident Fund Act, 1952
➢ Family Pension Schemes, 1971
➢ Payment of Gratuity Act, 1952
➢ Deposit Linked Insurance Scheme
➢ Social Security Certificate Scheme, 1982

12. Define Social Assistance? What is mean by Social Assistance?

Definition
According to I.L.O define as, ―A service or scheme which provides benefits to persons of small
means as right in amounts sufficient to meet minimum standards of need and financed from
taxation‖.
Meaning of Social Assistance
Social Assistance schemes are funded from the consolidated fund of the state rather than from
individual contributions, with statutory scales of benefit adjusted according to a person‘s means.

13. Define Social Insurance? Write down the principle elements of social insurance?

Definition:
―Giving in return for contribution, benefits upon subsistence level as if right and without means
tests so that an individual may build freely upon it. Thus social insurance implies that it is
compulsory and that men stand together with their follows‖.

The Principle elements of Social Insurance:

➢ Participation is compulsory with few exceptions.

➢ Contributions are accumulated in special funds out of which benefits are paid.
➢ Surplus funds, not needed to pay current benefits are invested to earn further income.
➢ A person‘s right to benefit is secured by his contribution record without any list of need or
means.

14. What do you mean by BPO & KPO Employees?

Communication and information technology industry is an important enabler in enhancing
productivity. The structure and functions of IT industries are largely different than the
conventional organizations which demand a different rule of the game to manage effectively.

15. Write a note on 3B’s.

➢ Buying talents.
➢ Borrowing talents and
➢ Building talents.

13 MARKS
1, Briefly explain about main provisions of child labour act, 1986.

The Act came into force from 23rd December 1986. Its main objectives are to prohibit the
employment of children in certain categories of industries and to regulate the conditions of work
of children in certain industries. It was amended in 1988.
(1)Scope

The Act is applicable to all establishments such as workshop, farm, residential hotels,
restaurants, eating houses, theatre or other places of public amusement where child labour is
largely employed. The Act extends to the whole of India.

―Child‖ means a person who had not completed fourteen years of age.
Main Provisions of the Act

(1) Prohibition of employment of children in certain occupations and processes:

(2) No child can be employed, or permitted to work in nay of the occupations set forth in Part A
of the Schedule or in any workshop wherein any of the processes set forth in Part B of the
schedule is carried on.
(3) Hours and period of work:

➢ No child shall be allowed to work in any establishment in excess of such number of hours
as many be prescribed for such establishment or class establishment;
➢ The daily hours or work shall be so fixed that no child shall be allowed to work for more
than three hours without prior interval of an hour:
➢ The hours of work shall be so arranged that inclusive of rest interval, time spread and the
time spend in waiting for the work shall not exceed six hours a day;
➢ No child shall be allowed to work between 7. P.M and 8 P.M

(3)Weekly Holiday

Every child employed in any establishment shall be given one weekly holiday of 24 hours.

(4)Healthy and Safety

(i) The appropriate government by notification in the Official Gazette, can make rules for health
and safety of children employed or permitted to work in any establishment or class of
establishment.

(ii) Without any prejudice to the generality of the foregoing provisions, the rules for health and
safety may provided for all or any of the following matters namely;

➢ Cleanliness in the place of work and its freedom from nuisance

➢ Disposal of wastes and effluents
➢ Ventilation and temperature
➢ Dust and fumes
➢ Lighting
➢ Drinking water
➢ Artificial humidification
➢ Latrine and urinal
➢ Spittoons
➢ Fencing of machines
➢ Work at or near machinery in motion
➢ Employment of children on dangerous machines
➢ Instructions training and supervision in relation to employment of children on dangerous
machines
➢ Device for cutting off power
➢ Self-acting machines
➢ Casing of new machinery
 ➢ Floor, stairs and means of access
➢ Pits, sumps, opening in floors etc.
➢ Excessive weights
➢ Protection eyes
➢ Explosive or inflammable dist gas etc
➢ Precaution in case of fire; maintenance of buildings; and safety of buildings and
machinery.

2. Briefly explain about The Contract Labour Act, 1970.

Scope and Coverage

The Act came into force from 10th February 1971. It extends to the whole of India and applies to
every establishment in which twenty or more workmen are or were, employed on any day during
the preceding twelve months as contract labour, and to every contractor

The Act does not apply to establishments where work is of a casual (irregular or occasional or
intermittent (interrupted or non-continues) nature. The work performed in an establishment is not
considered to be of an intermittent nature:
(i) If it is performed for more than one hundred and twenty days in the preceding twelve
months;
(ii) It is not of seasonal character if it is performed for more than sixty days in a year.

THE MAIN PROVISIONS OF THE ACT

(1) Setting Up of Advisory Boards
The Act requires that the Central and State Advisory Boards are to be set up by the Central and
State Governments, respectively to advise them on such matters arising out of the administration
of the Act as may be refereed to them, and carry out any other functions assigned to them under
the Act. Besides, the government nominees, the Boards havemembers representing industry,
contractors, workers, and any other interesgovernment may consider should be represented on
the Boards. The number of nominees of the workers is to be equal to that of industry and
contractors, both on the State and the Central Boards (section 3,4)

(2) Registration of Establishment

Every principal employer who wishes to employ contract labour has to get the establishment is
accepted for registration. the registration officer issues a registration certificate if the
establishment is accepted for registration. This certificate can be cancelled if it has been obtained
by misrepresentation or suppression of any material fact, or if the registration has become useless
or ineffective or requires to be revoked.

The contract labour cannot be employed so long as the registration certificate has not been issued
or after it is revoked. The employer has to play a registration fee of twenty rupees to five
hundred rupees depending on the number of workers to be employed (Section 6, 7, 8, 9)
(3) Prohibition of employment of Contract Labour

Both the Central and State Governments can prohibit the employment of contract labour in any
process, operation or other work in any establishment after consulting their Advisory Boards,
and consider the conditions of work and benefits provided for contract labour in the
establishment. The employment of contract labour may not be permitted for any process,
operation and other work if it is:

(a) incidental to or necessary for the industry, trade, business, manufacture or occupation that is
carried on in the establishment;

(b) of perennial or perpetual nature or of a sufficient duration

(c) done ordinarily through regular workmen in that establishment or an similar thereto:

(d) capable of employing considerable number of wholetime workmen.

(4) Licensing of Contractors

Every contractor has to obtain a licensing for employing contract labour from the licensing
officer appointed by the government for this purpose. In this application for a licensing he has to
mention the location of his establishment, the nature of the operation or the work for which
contract labour is to be employed, and such other particulars as may be required by the licensing
officer. He is charged a licence fee, which may vary from fivec rupees to one hundred and
twenty five rupees, depending on the number of workers to be employed

(5) Welfare and Health of Contract Labour

➢ A contractors are required to provide and maintain:

➢ A Sufficient supply of wholesome drinking water at convenient places;
➢ A sufficient number of latrines and urinals of the prescribed type conveniently situated
and accessible.

Washing facilities;
A first –aid box equipped with prescribed contents at every place where contract labour is
employed; One or more canteens if the work is to continue for more than 6 months and 100 or
more workers are employed. The number of canteens, the standard of their construction,
furniture and equipment, and the type of food to be supplied will be as prescribed under the rules
framed by the government

(6) Responsibility for payment of Wages

➢ The contractor is also to be responsible for making regular and timely payment of wages to
his workers. The payment is to be made in the presence of the authorized representative of the
principal employer. If the contractor does not make payment, the principal employer will do the
same and recover the amount so paid from the contractor (Section 16 to 21)
➢ Get his establishment registered with the registering officer appointed by the government
(Section 7);
➢ Obtain a license from the licensing officer for employing contract labour and comply with the
terms and conditions of the grant of the license (Section 12);

➢ Not to employ contract labour without obtaining a registration certificate and license, or after
the registration certificate and license are revoked or suspended (Section 9, 12, 1);
➢ Provide welfare and health facilities as required under the Act and its rules (Section 16, 19);

➢ Pay wages to workers before the expiry of the wages period (Section 21);

➢ Co-operate with the inspectors in the inspection of premises, documents and records and
examining any person to determine if the provisions of the Act and the rules framed there under
are being complied with (Section 28);

➢ Maintain the registers and records with such particulars of contract labour, as nature of work
performed, rates of wages and other information specified in Rules 74 and 78 of the Act (Section
29);

➢ Exhibit in the premises of the establishment where contract labour is employed a notice
showing hours of work, rates of wages, wage periods, dates of payment of wages, nature of
duties and other particulars as mentioned in Rule 81 of the Act (Section 29 (2)); and
➢ Send a half-yearly return to the licensing officer and yearly return to the registration officer,
and to supply such information and statistics as may be required by the government from time to
time.
(9) Rights of Contract Labour
➢ Claim such working conditions, facilities and other benefits as are provided for under the
Act and the rules framed there under (Section 16 to 22); and
➢ They can be represented by their representatives on the Central and State Advisory Boards
(Section 4)

3. Discuss about various schemes for differently abled persons.

➢ Assistance to Disabled Persons for Purchase / Fitting of Aids and Appliances (ADIP
Scheme)- External website that opens in a new window
➢ Deendayal Disabled Rehabilitation Scheme to promote Voluntary Action for Persons with
Disabilities- External website that opens in a new window
➢ Scheme of National Awards for Empowerment of Persons with Disabilities- External website
that opens in a new window
➢ Scheme of National Scholarships for Persons with Disabilities- External website that opens
in a new window
➢ Scheme of Integrated Education for the Disabled Children Scheme for providing
Employment to Persons with Disabilities in the Private Sector - Incentives to the Employers-
External website that opens in a new window
➢ Conveyance Allowance- External website that opens in a new window
➢ Income Tax Concessions- External website that opens in a new window
➢ Reservation of Jobs & Other Facilities For Disabled Persons- External website that opens in a
new window
➢ Financial Assistance to Person with Disabilities- External website that opens in a new
window
➢ Equal Insurance Benefits- External website that opens in a new window

4. Difference between KPO and BPO in Detail

BPO KPO
Definition BPO provides services like KPO provides in-depth
customer care, technical knowledge, expertise and
support through voice analysis on complex
processes, tele-marketing,areas like Legal Services,
sales, etc. Business and Market
Research, etc.
Stands for Business Processing Knowledge Processing
Outsourcing Outsourcing
Requires Good communication skills Specialized knowledge
and basic computer
knowledge
Services Low end services High end services
Process Pre-defined process Requires application and
understanding of
business
Employees Not so qualified employees Skill and expertise of
knowledge employees
Expertise in Low end services High end services

5. List out the various schemes for social assistance.

➢ 1995: The NSAP is launched with the aim of providing social assistance to destitutes
'defined as any person who has little or no regular means of subsistence from his/her own
source of income or through financial support from family members or other sources'.
The NSAP includes three components:
➢ National Old Age Pension Scheme (NOAPS);
➢ National Family Benefit Scheme (NFBS);
➢ National Maternity Benefit Scheme (NMBS)
➢ 2000: Annapurna Yojana is introduced to provide eligible beneficiaries, who were not
covered under NOAPS, 10 kg of free rice.
➢ 2001: NMBS is transferred to the Department of Family Welfare.
➢ 2006: Monthly pension amount for NOAPS raised from Rs. 75 to Rs. 200
M.B.A. DEGREE EXAMINATION, NOVEMBER/DECEMBER 2010

Elective

BA 5015 — INDUSTRIAL RELATIONS AND LABOUR WELFARE

(Regulation 2009)

Time : Three hours Maximum : 100 Marks

Answer ALL questions

PART A — (10 × 2 = 20 Marks)

1. Define trade union.

2. What do you mean by industrial relations?
3. Define Strike.
4. List any two benefits of Industrial peace.
5. Mention two advantages of educating labourers.
6. Define Training.
7. State any two occupational Hazards.
8. What do you mean by Hygiene?
9. Who is a child labour?
10. What is social assistance?

PART B — (5 × 16 = 80 Marks)

11. (a) Discuss the industrial relation problems in the public sector.

(b) Write a detailed note on ''Codes of conduct''.

12. (a) List down the causes of strike and explain its types.

(b) Compare conciliation, arbitration with adjudication procedures.

13. (a) What are statutory welfare measures? Explain with illustrations.

(b) Explain the objectives, scope and need for voluntary welfare measures.
14. (a) How do you prevent accidents? What are its causes? Explain.

(b) Write a note on significance of industrial health and hygiene.

15. (a) List down the special categories of labours. (any THREE)
Or
(b) Discuss the significance and implications of social security in detail.