1. PRESENTED BY
AUROBINDA NAYAK
ROLL NO – IR0415
P.G. DEPARTMENT OF
INDUSTRIAL RELATIONS & PERSONNEL MANAGEMENT
BATCH(2014-2016)

2. WHAT IS LABOUR ?
 Any work, whether manual or mental ,which is undertaken for monetary
consideration is called labour. Economist Alfred Marshall defines labour
as “any exertion of mind or body undergone partly or wholly with view
to some good other than the pleasure derived directly form the work.”
 While discussing labour problems , terms such as ‘labour’, ‘labourer’,
‘worker’, ‘employee’, ‘worker’ or ‘workman’ are practically synonymous.
Thus, wage labour may be defined as workers who do not have adequate
source of livelihood except the capacity work physically or mentally, in
return of which they get wages or salaries.
 Therefore, today labour includes workers both of hand and head ,who work
for others for a given payment of cash or kind. In a broader sense, labour
includes the total workforce of a community or society who work for
earning their livelihood.

3. Constitutional arrangement of labour
• Article 246 and Seventh Schedule of the Indian Constitution deal with the
distribution of legislative powers between central and the state legislatures.
• The Seventh Schedule contains three lists for this purpose, namely ‘Union
List’, ‘Concurrent List’, ‘State List’. The term ‘Labour’ finds a place in the
Concurrent List which means both the parliament and the legislature of a
state have the powers to make laws with respect to any matter concerning
labour.
What is welfare ?
• Welfare generally refers to well-being in terms of good fortune, happiness,
achievement, prosperity etc. of an individual or group or community or
society.
• However, welfare ,in a broad sense, refers to a state of living of an
individual or a group in a desirable relationship, with the total
environment i.e. ecological, economic and social.
•

4. Labour welfare and objectives
• Labour welfare refers to the services or amenities which are provided to the
workers over and above the wages paid in order to ensure a minimum
standard of living and a dignified life i.e. good work life, family life and
social life.
• According to Arther James Todd, labour welfare is - “Anything done for
the comfort and improvement, intellectual and social well being of the
employees over and above the wages paid, which is not the necessity of
the industry.’’
Objectives
• To provide better life, health and proper working conditions to the workers.
• To make the workers happy and satisfied.
• To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.
• To develop a sense of responsibilities and belongingness among the
employees.
• To boost productivity and efficiency.
• To build a stable work force .

5. PRINCIPLES FOR SUCCESSFUL LABOUR WELFARE
PROGRAMMES :
 Workers should always be paid with their expected wages or salaries. Labour
welfare should not be replaced by inadequate income or health benefits.
 Industrial labour must be treated like human beings with wants and needs and
not just as tools .
 Everyone in the industry should be equally aware of and accept the concept of
labour welfare .
 The industry should aim towards increasing efficiency of the total workforce .
Efficiency of the workers can be increased by providing them with proper
housing, education, training and well balanced diet.
 Individuals involved in the creation & implementation of welfare programmes
must use democratic values to make their decisions .
 Labour unions together must be involved with senior management , must take up
the responsibility of labour welfare .
 Welfare schemes must be carried at the correct time .Timeliness is extremely
important. labour welfare programmes must be reviewed & scrutinised. All the
parties must submit to the periodic reviews and offer their honest opinions.

6. WELFARE SCHEMES :
• Organisations provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classified into two
categories viz. statutory and non-statutory welfare schemes. The statutory
schemes are those schemes that are compulsory to provide by an organisation
as compliance to the laws governing employee health and safety.
• These include provisions provided in industrial Acts like Factories Act 1948,
Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The
non statutory schemes differ from organisation to organisation and from industry
to industry.
STATUTORY WELFARE SCHEMES
• The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places ,safe hygienic drinking water
should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable
seating arrangements are to be provided.

7. 3. First aid appliances : First aid appliances are to be provided and should be
readily accessible so that in case of any minor accident initial medication can be
provided to the needed employee.
4. 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.
5. Canteen facilities: Canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
6. 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.
7. Lighting: Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.
8. 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
workplaces.
9. 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.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.

8. NON STATUTORY SCHEMES
Many non statutory welfare schemes include the following
schemes:
1. Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up.
2. 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.
3. 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.
4. Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.

9. 5. Maternity & Adoption Leave – Employees can avail maternity or adoption
leaves. Paternity leave policies have also been introduced by various
companies.
6. 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.
7. Employee Referral Scheme: In several companies, employee referral
scheme is implemented to encourage employees to refer friends and relatives
for employment in the organization.

10. WELFARE PROGRAMMES FOR DIFFERENT CATEGORIES OF LABOUR:
WOMEN LABOUR
 “Vocational Training for Women” under DGET :
DGET provides and looks after the vocational training programmes for
women across the country. A separate women training wing was formed under
DGET in1997. This wing is responsible for designing and pursuing long term
policies relating to women vocational training in the country.
 This training programme aims to promote employment in the industry as
semi-skilled/skilled & highly skilled workers by increasing their participation
in skill training facilities.
 The Equal Remuneration Act, 1976 : It provides for (a) equal remuneration
to both men & women workers for the same work or work of similar nature
and (b) prevention of discrimination on the ground sex against the women
in the matter of employment or any other matter incidental there to.
 The Sixth Five Year plan : It laid emphasis on (a) promotion of self
employment among women & (b) provision for basic amenities &
improvement in living and working conditions such as creches, working
women’s hostel ,maternity benefit ,family planning incentives etc.

11. WELFARE PROGRAMMES FOR CHILD LABOUR
 Implementation of Right to Free and Compulsory Education Act,2009 :
Under this Act, during 2011-2012 an amount of Rs. 21000 crores have been
allotted & 19 crore children were covered.
 Focusing on general development programmes for benefitting child
labour : As poverty is the root cause of child labour, the action plan
emphasises the need to cover these children and their families under various
poverty alleviation and employment generation scheme such as MGNREGS.
Under this scheme , employment to 3.31 crore households was provided so far.
Under Mid-Day Meal Scheme Fund, around 10.46 crore children were
benefitted during 201-2012.
 National Child Labour Project: This is a major scheme for rehabilitation of
child labour. It was launched in 12 high child labour endemic districts of the
country. Under this scheme, children withdrawn from work are admitted to
special schools ,where they are provided with formal/non-formal education
with vocational training , a stipend of Rs.150, mid day meal, supplementary
nutrition & regular checkups so as prepare them to join mainstream schools.
Most of the schools are run by NGOs.

12. WELFARE PROGRAMMES FOR MIGRANT LABOUR
 Some trade unions and NGOs in very small number are making sincere
efforts to alleviate the problems migrant labour.
 IMF initiated an effort to organise the migrant workers at the ship -breaking
yard Mumbai and Alang through Steel, Metal & Engineering Workers’
Federation of India (SMEFI) .These migrant workers were organsied in the
existing union at Mumbai Port Trust, Dock and General Employees’
Union (MPTDGEU) by amending the Constitution. Training programmes and
workshops were conducted exclusively for migrant workers.
 The Employees State Insurance Act,1948 & The Employees Provident
Fund and Miscellaneous Provisions Act,1952 have targeted the problems of
labour including migrant labour .These Acts have certain provisions which take
care of the workers in exigencies like sickness, ill-health , birth, death and
other contingencies of life including old age.
 The latest initiative of ESI Scheme “Any Time Any Where’’ services should
go a long way in making available both medical and cash benefit related
facilities to migrant workers.

13. WELFARE PROGRAMMES FOR AGRICULTURAL LABOUR
 Abolition of bonded labour : In order to remove agrarian slavery after
independence ,Indian Constitution has undertaken various legislative measures
to abolish the practice of bonded labour .Accordimgly, the Bonded Labour
System Act,1976 was passed & around 2.51 lakh bonded labourers were
identified and freed in different parts of the country and around 2.29 lakh of
such labourers were rehabilitated till March,1995.
 Special Agencies : During the Fourth Five year Plan, 2 special agencies such
as Small Farmers Development Agency(SFDA) & Marginal Farmers &
Agricultural Labourers Development Agency (MFAL) were developed for
conducting various works like irrigation, land leveling, soil conservation, dairy
development etc. During the Fifth Year Plan , these 2 agencies were merged
into a single programme.
 20-point programme : The Government introduced 20 point economic
programme in July,1975 in which steps were taken in order to improve the
economic conditions of landless labour & other weaker sections of the
society .These steps include speedy implementation of ceiling laws, and
distribute the surplus among landless, making provision for housing sites for
them ,abolition of bonded labour, liquidation of rural indebtedness etc.

14.  Welfare programmes for organised sectors cover the following facilities such as
sanitary and hygiene facilities, rest facilities, facilities for eating, medical
facilities, occupational health services ,family planning ,crèche, housing, transport
facilities, educational facilities, cooperative and saving facilities etc.
 Welfare programmes for unorganised sectors :
Atal Pension Yojana(APY ):Its is a scheme launched by Modi Govt. in 2015
,which looks to provide monthly pension to subscribers from 60 years of age .This
scheme mainly focuses on workers in unorganised sectors & is open to all
citizens between 18-40 years of age.
Pradhan Mantri Koushal Vikas Yojana ( Skill India): This scheme will
incentivise training by providing financial rewards, who successfully complete
their skill training programmes. This scheme aims to recognise and provide
skill training to 40 lakh youth who lack formal certification ,such as workers in
vast unorganised sector.
 The Honourable Prime Minister awarded skill cards and skill certificates to the
trainees who completed their 1st phase of training under the scheme. Such skill
certificates will enable the trainees to share their skill identities with the
employers.
WELFARE PROGRAMMES FOR ORGANISED & UNORGANISED
SECTORS

15. WELFARE OFFICER
 (a)Section 49 (1)& (2) of the Factories Act,1948 lay down that (1)In
every factory where in 500 or more workers are ordinarily employed, the
occupier shall employ in the factories such number of welfare officers as
may be prescribed .(2)The State Government may prescribe the duties,
the qualifications and the conditions of service of officers employed
under sub-section(i).
 (b)Section 18(1) & (2) of the Plantations Labour Act,1951 lay down
that (1) In every plantation wherein 300 or more workers are employed,
the employer shall employ such number of welfare officers as may be
prescribed.(2) the state government may prescribe the duties,
qualifications & conditions of service of officers employed under sub-
section(i).
 (c)In the Mines Act,1952, this provision has been made under section
58(q).Rule 72 of the Mines Rules,1955 provides that every mine wherein
500 or more persons are ordinarily employed, the owner ,agent or
manager has to appoint a suitably qualified person as Welfare Officer.
The state governments are required to frame the necessary rules laying
down qualifications, duties & conditioned of employment of the welfare
officers under the respective enactments.

16.  The central government has framed the model rules under the above central
Acts which lay down the following qualifications for the post of welfare
officers.
 (i) A degree of a university recognised by the state government in this behalf.
 (ii) Degree or diploma in social science (or social work or labour welfare in the
case of mines) recognised by the state government in this behalf. In addition to
this, the Mines Rules lay down the following: “Preferably practical
experience of handling labour problems in any industrial undertaking for
at least 3 years.”
 (iii) Adequate knowledge of the language spoken by the majority of the
workers in the area where the factories, mines and plantations are situated.
QUALIFICATIONS FOR THE POST OF WELFARE OFFICER:

17. ROLE OF A WELFARE OFFICER:
 FUNCTIONS OF A WELFARE OFFICER:
 The functions of a welfare officer can be broadly categorised under 3
areas of manpower management:
 (a) Labour welfare (welfare function): It includes advice & assistance in
implementing legislative & non-legislative provisions relating to health,
safety & welfare, hours of work, leave, formation of welfare
committees.
 (b)Labour administration (personnel function): It may cover
organisational discipline, safety & medical administration, liaison, wage
& salary administration, education of workers.
 (c)Labour relations (conciliation function): These may consist of
settlement of grievances, administration of standing orders, steps to
increase productive efficiency, peaceful settlement of disputes ,
promotion of harmonious labour-management relations.
 It is mainly a staff function with a role of a staff advisor or specialist. He is
expected to act as an advisor, counsellor , mediator & liaison man between
management & labour.

18. DUTIES OF A WELFARE OFFICER:
 (i) To establish contacts & hold consultation with a view to maintaining
harmonious relations between the factory management & workers.
 (ii) To bring to the notice of the factory management the grievances of workers,
individual as well as collective, with a view to securing their expeditious
redressal.
 (iii) To study and understand the point of view of labour in order to help the
factory management to shape and formulate labour practices and to interpret
these policies to the workers in a language they can understand.
 (iv) To watch industrial relations with a view to using his influence to prevent a
dispute arising between the factory management and workers, and in the event
of dispute having arisen to help to bring about settlement by persuasive efforts .
 (v) To advise workers against going on illegal strikes & the management
against declaring illegal lockouts and to help in preventing anti-social
activities.
 (vi) To maintain an impartial attitudes during legal strikes or lock outs and help
to bring about a peaceful settlement

19. (vii)To advise and assist the factory management in the fulfillment of statutory obligations
under the Factories Act,1948 and the rules made there under.
(viii)To establish liaison with the factory inspector & the medical service concerning
medical examinations of employees, health records, supervision of hazardous jobs, sick
visiting, accident prevention & supervision of safety committee ,systematic plant
inspection, safety education, investigation of accidents, maternity benefits & workmen’s
compensation.
(ix) To promote relations between the factory management & workers which will ensure
productive efficiency as well as amelioration in the working conditions and to help the
workers to adjust & adapt themselves to their working environments.
(x) To advise and assist the factory management in the provision of amenities such as
canteens, shelters for rest, creches, adequate latrine facilities, drinking water, sickness and
benevolent payments, pension, superannuation funds, and gratuity payments.
(xi)To help the factory management in regulating the grant of leave with wages and explain
to the workers the provision relating to leave with wages & other leave privileges, and to
guide the workers in matters of submission of application for grant of leave for regulating
authorised absence .
(xii) To advise the factory management on questions relating to training of new starters,
apprentices, workers on transfer and promotion ,instructors & supervisors, supervision &
control of notice board & information bulletins for further education of workers and
encourage their attendance at technical institutes

20. CONCLUSION:
 Labour welfare programmes are provided in the organised sectors
in order to ensure at least a decent standard of living and stable
life. However, when it comes to workers of unorganized sectors,
the circumstances are pathetic and miserable. 94% of entire
working population, engaged in unorganised sectors, is exploited
and underprivileged to a great extent. Hence, Government
intervention along with NGOs are highly essential in this
connection.
 In addition to that, role of welfare officer has
great significance on the industrial relations between labour and
management. Apart from his part of duties and responsibilities,
welfare officer must be a neutral party to both labour and
management. The welfare officer must not be a representative of
management under any circumstances to ensure harmonious
industrial relations.

21. ! THANK YOU !