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INTRODUCTION OF HOTEL JAYPEE PALACE
Amongst the most contemporary of 5 star hotels in Agra India, Jaypee Hotels
offers the luxury that has a subtle blend of the Mughal architectural brilliance of
India and modern amenities. The exquisite ambience of a prosperous ingdom,
the luxury of 5 !tar hotels... That"s #Jaypee $alace Hotel# %our o&n 'ingdom....
The spra&ling (5 acres in Agra of landscaped gardens.... Tree lined &al&ays,
)ancing *ountains... The state+of+the+art onference *acilities, Modern
-usiness entre, !peciality estaurants, Health lub, /50 elegantly appointed
luxury rooms.... And friends &ho are dedicated to your ser1ices offering you the
luxury of online booing and reser1ations to one of the best 5 !tar hotels in
Agra, India.
The Jaypee $alace on1ention entre, Agra is the ideal 1enue to host any
conference or e1ents. The hotel boasts a total floor area of 2330 square meter
equipped &ith comfortable 4 ideal seating, natural lighting 4 state+of+the+art
audio1ideo facilities. It is the perfect place to organi6e large conferences or
small meetings.
lasses for -ody !culpting, Aerobics, 7eight, !&imming, Jogging and ycling
are conducted at the Jaypee $alace Hotel. Health lub and *itness entre &ith
spa facilities, -illiards$ool, Tennis, !quash ourts, Table Tennis, are also
a1ailable.
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*or the con1enience of the guests, Jaypee $alace Hotel and on1ention enter,
Agra the hotel also pro1ides beauty parlor, money changer, and doctor on call,
1alet ser1ice, postage, and astrologer, shopping pla6a, baning, 1alet paring
and golf amongst others. 7elcome to the &orld of luxury and en:oy an
unforgettable experience.
OUR VISION
To create Hotels of ;xcellence &here the en1ironment is 7arm, aring 4
!incere for allroup"s foray
in the hospitality sector and in 8@8, Jaypee !iddharth, ?e& )elhi, a @+
room hotel in the fi1e star category commenced operations.
Jaypee Basant ontinental, ?e& )elhi, a 8(/ room hotel, &as added to the
product portfolio in 8@(. It is located in the upmaret Basant Bihar area,
strategically close to the airport.
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Jaypee esidency Manor, Mussoorie, a hill resort hotel, became
operational in March 8@@5 and has since firmly established itself as one of
the leading hotels for the corporates as &ell as leisure tra1ellers.March 8@@@, sa& the curtain rise on Jaypee $alace Hotel 4 on1ention
entre, Agra, a truly &orld class Hotel and International on1ention
entre. 7ith /50+rooms and suites, Jaypee $alace Hotel has been designed
by Mr. amesh 'hosla, &inner of the prestigious Aga 'han A&ard.
Meaning and defination
The relationship bet&een ;mployer and employee or trade unions is
called Industrial elation. Harmonious relationship is necessary for both
employers and employees to safeguard the interests of the both the parties of the
production. In order to maintain good relationship &ith the employees, the main
functions of e1ery organi6ation should a1oid any dispute &ith them or settle it
as early as possible so as to ensure industrial peace and higher producti1ity.
$ersonnel management is mainly concerned &ith the human relation in industry
because the main theme of personnel management is to get the &or done by
the human po&er and it fails in its ob:ecti1es if good industrial relation is
maintained. In other &ords good Industrial elation means industrial peace
&hich is necessary for better and higher productions.
DEFINITION
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i. Industrial elation is that part of management &hich is concerned &ith the
manpo&er of the enterprise C &hether machine operator, silled &orer or
manager
. BETHEL,SMITH4 ROUP
ii. Industrial elation is a relation bet&een employer and employees, employees
and employees and employees and trade unions
Dne of the fastest gro&ing sectors of the economy of our time is the hotel
industry. The hotel industry alone is a multi+billion dollar and gro&ing
enterprise. It is exciting, ne1er boring and offer unlimited opportunities. The
hotel industry is di1erse enough for people to &or in different areas of interest
and still be employed &ithin the hotel industry. This trend is not :ust in India,
but also globally.
Modern hotels pro1ide refined ser1ices to their guests. The customers or
guests are al&ays right. This principle necessitated application of management
principles in the hotel industry and the hotel professionals reali6ed the
instrumentality of mareting principles in managing the hotel industry.
The concept of total quality management is found getting an important
place in the mareting management of hotels. The emerging positi1e trend in
the tourism industry indicates that hotel industry is lie a reser1oir from &here
the foreign exchange flo&s. This naturally dra&s our attention on HDT;E
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MA?A>;M;?T. Eie other industries, the hotel industry also needs to explore
a1enues for inno1ation, so that a fair blending of core and peripheral ser1ices is
made possible. It is not to be forgotten that the leading hotel companies of the
&orld ha1e been intensifying research to enrich their peripheral ser1ices &ith
the motto of adding additional attractions to their ser1ice mix. It is against this
bacground that &e find the ser1ice mix more flexible in nature.
The recruitment and training programmes are required to be de1eloped in
the face of technological sophistication. The leading hotel companies ha1e been
found promoting an ongoing training programme so that the personnel come to
no& about the use of sophisticated communication technologies.
Hote! " T#e Con$e%tAt the outset, &e go through the concept of hotel. The common la& says that
hotel is a place &here all &ho conduct, themsel1es properly and &ho being able
and ready to pay for their entertainment, accommodation and other ser1ices
including the boarding lie a temporary home. It is home a&ay from home
&here all the modern amenities and facilities are a1ailable on a payment basis.
It is also considered to be a place &here tourist stops, cease to be
tra1ellers and become customers. The definition presented by hotel operators to
authorities of the ?ational eco1ery Administration in 7ashington is found to
be a more comprehensi1e definition, presented by !tuart Mc ?amara. The
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definition states that, G $rimarily and fundamentally, a hotel is an establishment
&hich supplies boarding and lodging not engaged in inter C state commerce or
in any intra C state commerce, competiti1e &ith or affecting inter C state
commerce or so related that the regulation of one in1ol1es the control of
other.
The hotel may furnish quarters and facilities for assemblage of people
for social business or entertainment purposes and may engage in retaining
portion of its premises for shops and businesses &hose continuity i.e.,
proximity is deemed appropriate to a hotel. The assemblage of people for social
business and entertainment purposes maes it essential that hotels are also
furnished &ith a big conference hall &here the maximum possible
accommodation is a1ailable. 7e also call it the function room.
Motel The Concept
Initially the term motel &as meant for local motorists and foreign tourists
tra1elling by road. They ser1e the needs and requirements of these tra1ellers and
meeting their demand for transit and accommodation. !ome of the important
ser1ices offered by the motels are paring, garage facilities, accommodation,
and restaurant facilities.
Motels are found located outside the city, preferably by the side of high
&ays and important road :unctions. The accommodation in this is more in the
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category of a Kchalet facilityL. In !A, the motel accommodation is raned at
par &ith hotel accommodation.
O&igin of t#e 'o&d (Hote!)
-efore 8320 people used to go to inns for ha1ing their lunch, dinner etc
.It &as the place &here families used to host their guest inns o&ner used to
pro1ide lodging and boarding facility ser1ice to their guest.
To &orld Ghostel &as used then it &as called Ghostelier &hich means
head of unit or the place. The ?orman people in1ented the &ord Ghotel. The
&ord Ghotel &as originally in ;ngland, officially from 8320. The real gro&th
of modern hotel &as originated in G.!.A &ith opening of Gity Hotel in
?e& %or in the year 8@3F. This &as the first building erected for the hotel
purpose. This period also sa& the beginning of chain operation under the
guidance of ;.M.!TATE;. It in1ol1es big in1estment, big profits and trained
professional to manage business.
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O&igin of Hote! Ind*+t&
The repreciation in 8@/0 had a disaster effect in a hotel industry after the
7orld 7ar II and brought a tremendous up surge to hotel industry &ith
continuous prosperity of hotel industry.
Mass tra1el is a modern phenomenon that emerged after 7orld 7ar II.
Mass tourism continues to gro& as political freedom, economic &here&ithal
and social equality spread across the globe. 7ith the economic engine of
de1elopment running at full steam, there &as a gro&th in international tra1el
and thereby gro&th in hotel industry.
;stimates abound as to the importance and si6e of house eeping.
ertainly, its economic contribution is critical to the global economy &hether as
a ser1ice to the business community.
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Ba$-g&o*nd of Hote! Ind*+t&
$rior to the 8@0Ls, the Indian hotel industry &as a nascent and slo&
gro&ing industry primarily consisting of relati1ely static, single hotel
companies. Ho&e1er, Asian games in 8@( and the subsequent partial
liberali6ation of the Indian economy generated tourism interest in India &ith
significant benefits accruing to the hotel and tourism sector in terms of
impro1ed demand patterns. *ortunes of the hotel industry are tied to the
fortunes of tourism and the general business climate in the country, &hich is
&hy the economic liberali6ation initiati1es implemented since 8@@8, led to a
soaring demand and supply gap in the hotel industry.
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ENERAL CLASSIFICATION OF
HOTEL INDUSTRY
C!a++ifi$ation+ of #ote!+
On t#e .a+i+ of +tanda&d+/
Eie most of the countries in &orld, India also has hotels di1ided in
different categories depending on their location, facilities, infrastructure and
amenities pro1ided. All the star hotels in India are go1ernment appro1ed &ith
continuous control on the quality of ser1ices offered.
Fi0e Sta& Hote!+/ 1The most luxurious and con1eniently located hotels
in India are grouped under *i1e !tar )eluxe Hotel categories. *i1e !tar
)eluxe in India are globally competiti1e in the quality of ser1ice
pro1ided, facilities offered and accommodation option. These are top of
the line hotels located mostly in big cities. These hotels pro1ide all the
modern facilities for accommodation and recreation matching
international standards in hospitality. In such type of hotel H department
are established separately and to execute and to follo& the $on$e%t of HR
strictly, H professional are hired.
Fo*& Sta& Hote!+/+ A rung belo& fi1e star hotels are *our !tar Hotels,
these hotels pro1ide all the modern amenities to the tra1elers &ith a
limited budget. Nuality of ser1ices is almost as high as the fi1e stars and
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abo1e categories. These inds of hotels are there for the tra1elers &ith
limited budget or for the places &hich might not get the tourist traffic
associated &ith larger cities. In such type of hotel $on$e%t of HRis more
or less follo&ed.
T#&ee Sta& Hote!+/+ These are mainly economy class hotels located in
the bigger and smaller cities and catering to the needs of budget tra1elers.
Eesser in amenities and facilities, these hotels are 1alue for money and
gi1es good accommodation and related ser1ices on the reduced price.
!er1ices &ould be stripped do&n 1ersion of higher categories of hotels
but sufficient to fulfill customer basic needs. In such type of hotel
concept of H may or may not be present. If present all functions of
H) is curtailed.
T'o Sta& Hote!+/+ These hotels are most a1ailable in the small cities and
in particular areas of larger cities. atering to the bacpacer tourist
traffic, these hotels pro1ide all the basic facilities needed for general
accommodation and offers lo&est prices. In this type of hotel $on$e%t of
HRis absent.
One Sta& Hote!+/+ The hotels &ith most basic facilities, small number of
roomLs locations in the far+flung areas are grouped under Dne !tar Hotel
category. These hotels are best &hen customer is looing for cheapest
a1ailable accommodation option. In this type of hotel $on$e%t of HRis
alien &ords.
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On t#e .a+i+ of Nat*&e/
He&itage Hote!+
Heritage hotels in India are best if one is looing for sheer elegance,
luxury and loyal treatment. They are not :ust another accommodation
options but tourist attractions in themsel1es. ;xquisitely designed and
decorated, meticulously preser1ed, high standards of ser1ice and ethnic
cultural motifs helps the tourists get the complete experience of an India.
Bea$# Re+o&t+ Hote!+
$eninsular India bounded by Arabian !ea, -ay of -engal, Indian Dcean
and the t&o emerald archipelagos of Eash&adeep and Andaman and
?icobar ha1e a long coast line of around 3500 m, offering an ama6ing
array of beaches, some popular, some not so &ell no&n. Thus location
of resort is the basic point of attraction for tourists.
2i!d Re+o&t+ Hote!+
A &ildlife tour is incomplete if one does not actually li1e in a forest for a
fe& days. It means li1ing in a rest house or a tent the midst of the dense
&ilderness and &aing up to the t&ittering of birds.
o0e&n3ent A%%&o0ed Hote!+
These are the hotels, &hich might not ha1e applied for star categori6ation
or small enough to find them in the list. Many of the &ildlife resorts,
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lodges and hostels are go1ernment appro1ed pro1iding a minimum le1el
of accommodation facilities at far off places.
Re+identia! Hote!+
The residential hotels &or as apartment house. Dften &e call them
apartment hotels. The hotels charge rent on monthly, half C yearly, or
yearly basis. They are generally located in big cities and to&ns &here no
meals are ser1ed to the customers. Initially, the residential hotels &ere
de1eloped in the !A. The ser1ices offered here are comparable to an
a1erage &ell managed home.
Co33e&$ia! Hote!+
The commercial hotels are meant for the people &ho 1isit a place of trade
and commerce or business purposes and therefore these hotels are found
located at the commercial or industrial centers. They focus their attention
on indi1idual tra1elers and are generally run by o&ners.
F!oating Hote!+
The floating hotels are located on the &ater surface. The places are sea,
ri1er, and lae. These hotels pro1ide &ith all the facilities and ser1ices
made a1ailable in a good hotel. In the leading tourist generating countries
of the &orld &e find the practice of using old luxury ships as floating
hotels.
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USERS OF HOTEL INDUSTRY
In mareting hotel ser1ices, it is important to no& about the different types of
users a1ailing the ser1ices &ith di1erse aims and ob:ecti1es. This &ould ease the
tas of mareters specially &hile studying the beha1ioural profile.
The follo&ing is the classification of different categories of domestic and
foreign users.
U+e&+ of Hote! Ind*+t&
DOMESTIC/ FOREIN/
$ilgrims $olitical representati1es
!tudents Trade representati1es
Dfficials ;ducationists
*ilm stars etc. Tourists, !portsmen etc.
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HISTORY
7hen labor marets are seen as imperfect, and &hen the employment
relationship includes conflicts of interest, then one cannot rely on marets or
managers to al&ays ser1e &orersL interests, and in extreme cases to pre1ent
&orer exploitation. Industrial relations scholars and practitioners therefore
support institutional inter1entions to impro1e the &orings of the employment
relationship and to protect &orersL rights. The nature of these institutional
inter1entions, ho&e1er, differs bet&een t&o camps &ithin industrial relations.
The pluralist camp sees the employment relationship as a mixture of shared
interests and conflicts of interests that are largely limited to the employment
relationship. In the &orplace, pluralists therefore champion grie1ance
procedures, employee 1oice mechanisms such as &ors councils and labor
unions, collecti1e bargaining, and labor+management partnerships. In the policy
arena, pluralists ad1ocate for minimum &age la&s, occupational health and
safety standards, international labor standards, and other employment and labor
la&s and public policies.
These institutional inter1entions are all seen as methods for balancing the
employment relationship to generate not only economic efficiency, but also
employee equity and 1oice. In contrast, the Marxist+inspired critical camp sees
employer+employee conflicts of interest as sharply antagonistic and deeply
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embedded in the socio+political+economic system. *rom this perspecti1e, the
pursuit of a balanced employment relationship gi1es too much &eight to
employersL interests, and instead deep+seated structural reforms are needed to
change the sharply antagonistic
emplo
yment relationship that is inherent &ithin capitalism. Militant trade unions are
thus frequently supported.
Institutionally, industrial relations &as founded by John . ommons&hen he
created the first academic industrial relations program at the ni1ersity of
7isconsin in 8@(0. ;arly financial support for the field came from John ).
ocefeller, Jr.&ho supported progressi1e labor+management relations in the
aftermath of the bloody strie at a ocefeller+o&ned coal mine in olorado. In
-ritain, another progressi1e industrialist, Montague -urton, endo&ed chairs in
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industrial relations at Eeeds, ardiff and ambridge in 8@/0, and the discipline
&as formali6ed in the 8@50s &ith the formation of the Dxford !chool by Allan
*landers and Hugh legg.Industrial relations &ere formed &ith a strong
problem+sol1ing orientation that re:ected both the classical economistsL laisse6
faire solutions to labor problems and the Marxist solution of class re1olution. It
is this approach that underlies the ?e& )eallegislation in the nited !tates,
such as the?ational Eabor elations Actand the *air Eabor !tandards Act.
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THEORETICAL PRESPECTIVES
Industrial relations scholars ha1e described three ma:or theoretical perspecti1es
or frame&ors that contrast in their understanding and analysis of &orplace
relations. The three 1ie&s are generally no&n as unitary,pluralitand ra!ical.
;ach offers a particular perception of &orplace relations and &ill therefore
interpret such e1ents as &orplace conflict, the role of unions and :ob
regulations 1ary differently. The radical perspecti1e is sometimes referred to as
the #conflict model#, although this is some&hat ambiguous, as pluralism also
tends to see conflict as inherent in &orplaces. adical theories are strongly
identified &ith Marxist theories, although they are not limited to these
UNITARY PERSPECTIVE
In unitary, the organi6ation is percei1ed as an integrated and harmonious &hole
&ith the ideal of #one happy family#, &here management and other members of
the staff all share a common purpose, emphasi6ing mutual cooperation.
*urthermore, unitary has a paternalistic approach &here it demands loyalty of
all employees, being predominantly managerial in its emphasis and application.
onsequently, trade unions are deemed as unnecessary since the loyalty
bet&een employees and organi6ations are considered mutually exclusi1e, &here
there can"t be t&o sides of industry. onflict is percei1ed as disrupti1e and the
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pathological result of agitators, interpersonal friction and communication
breado&n.
PLURALIST PERSPECTIVE
In pluralism the organi6ation is percei1ed as being made up of po&erful and
di1ergent sub+groups, each &ith its o&n legitimate loyalties and &ith their o&n
set of ob:ecti1es and leaders. In particular, the t&o predominant sub+groups in
the pluralistic perspecti1e are the management and trade unions.
onsequently, the role of management &ould lean less to&ards enforcing and
controlling and more to&ard persuasion and co+ordination. Trade unions are
deemed as legitimate representati1es of employeesO conflict is dealt by
collecti1e bargaining and is 1ie&ed not necessarily as a bad thing and, if
managed, could in fact be channeled to&ards e1olution and positi1e change
RA"ICAL PERSPECTIVE
This 1ie& of industrial relations loos at the nature of the capitalist society,
&here there is a fundamental di1ision of interest bet&een capital and labor, and
sees &orplace relations against this history. This perspecti1e sees inequalities
of po&er and economic &ealth as ha1ing their roots in the nature of the
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capitalist economic system. onflict is therefore seen as ine1itable and trade
unions are a natural response of &orers to their exploitation by capital.
#EATURES PERTAININ$ TO IN"USTRIAL RELATION
8. Industrial elation do not emerge in 1acuum they are born of employment
relationship in an industrial setting. 7ithout the existence of the t&o parties, i.e.
labor and management, this relationship cannot exist. It is the industry, &hich
pro1ides the en1ironment for industrial relations.
(. Industrial elation are characteri6ed by both conflict and co+operations. This
is the basis of ad1erse relationship. !o the focus of Industrial elations in on the
study of the attitudes, relationships, practices and procedure de1eloped by the
contending parties to resol1e or at least minimi6e conflicts.
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/. As the labor and management do not operate in isolations but are parts of
large system, so the study of Industrial elation also includes 1ital en1ironment
issues lie technology of the &orplace, countryLs socio+economic and political
en1ironment, nationLs labor policy, attitude of trade unions &orers and
employers.
F. Industrial elation also in1ol1e the study of conditions conducti1e to the
labor, managements co+operations as &ell as the practices and procedures
required to elicit the desired co+operation from both the parties.
5. Industrial elations also study the la&s, rules regulations agreements, a&ards
of courts, customs and traditions, as &ell as policy frame&or laid do&n by the
go1ernments for eliciting co+operations bet&een labor and management.
-esides this, it maes an in+depth analysis of the interference patterns of the
executi1e and :udiciary in the regulations of laborCmanagements relations.
In fact, Industrial elation encompasses all such factors that influence beha1ior
of people at &or. A fe& such important factors are details belo&P
Intitution
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It includes go1ernment, employers, trade unions, unions federations or
associations, go1ernment bodies, labor courts, tribunals and other organi6ations
&hich ha1e direct or indirect
Character
It aims to study the role of &orers unions and employersL federations
officials, shop ste&ards, industrial relations officers manager,
mediatorconciliators arbitrator, :udges of labor court, tribunal etc.
Content
Include matter pertaining to employment conditions , lie pay , hours of
&ors, lea1e &ith &ages, health, and safety disciplinary actions, lay+off,
dismissals retirements etc., la&s relating to such acti1ities, regulations
go1erning labor &elfare, social security, industrial relations, issues concerning
&ith &orersL participation in management, collecti1e bargaining, etc.
Metho!
*ocus on collecti1e bargaining, &orersL participation in the Industrial elation
schemes, discipline procedure, grie1ance re+dressal machinery, dispute
settlements machinery &oring of closed shops, union reorgani6ation,
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organi6ations of protests through methods lie re1isions of existing rules,
regulations, policies, procedures, hearing of labor courts, tribunals etc.
O%&ECTIVES O# IN"USTRIAL RELATION
To safeguard the interest of labor and management by securing the
highest le1el of mutual understanding and good+&ill among all those
sections in the industry &hich participate in the process of production.
. To a1oid industrial conflict or strife and de1elop harmonious relations,
&hich are an essential factor in the producti1ity of &orers and the
industrial progress of a country.
. To raise producti1ity to a higher le1el in an era of full employment by
lessening the tendency to high turno1er and frequency absenteeism.
. To establish and nurse the gro&th of an Industrial )emocracy based on
labor partnership in the sharing of profits and of managerial decisions, so
that ban indi1iduals personality may gro& its full stature for the benefit of
the industry and of the country as &ell.
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. To eliminate, as far as is possible and practicable, stries, locouts and
gheraos by pro1iding reasonable &ages, impro1ed li1ing and &oring
conditions, said fringe benefits.
. To establish go1ernment control of such plants and units as are running
at a loss or in &hich productions has to be regulated in the public interest.
THREE #ACTORS O# IN"USTRIAL RELATION
According to :ohn . t . )unlop. G industrial societies necessarily create industrial
relations defined as the complex of interrelations among &orers, managers and
go1ernment.LL These ma:or participants or actors of industrial relation 1i6,
&orers and their orhani6ations, management and go1ernment are identified
'OR(ERS AN" THEIR OR$ANI)ATION
The total &orers play an important role in industrial relations. The total
&orer include s &oring age, educational bacground, family bacground,
psychological factors, social bacground, culture, sills, attitude to&ards
other &ors etc. &orersL organi6ations prominently no&n as trade unions.
The main purpose of trade union isto protects the &orersL economic interest
through collecti1e bargaining and by bringing pressure on management
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through economic and political tactics. Trade union factors include
leadership, finances, acti1ities, etc.
EMPLOYERS AN" THEIR OR$ANI)ATIONS
;mployer is a crucial factor in industrial relation. He employs the &orer, pays
the &ages and 1arious allo&ances, regulates the &oring relations through
1arious rules, regulations, and by enforcing labor la&s. He expects the &orers
to follo& the rules, regulations and la&s. He further expects them to contribute
their resources to the maximum. The difference bet&een demands of &orers
and employer results in industrial conflict. ?ormally employers ha1e higher
bargaining po&er than the &orers. -ut their bargaining po&er in undermined
&hen compared to that of trade union.
$OVERNMENT
>o1ernment plays a balancing role as a custodian of the nation, go1ernment
exerts its influence on industrial relations through its labor policy, implementing
labor la&, the process of conciliation and ad:udication by playing the role of a
mediator, etc.. It tries to regulate the acti1ities and beha1ior of both employees
organi6ations and employers organi6ations.
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IN"USTRIAL RELATIONS PRO$RAMME*
TodayLs professional industrial relations director, or by &hate1er title he is
designated, no longer 1ie&s his :ob as personali6ing management, or that of
a social &orer in a factory, or a union buster, he loos upon his department
as an ad:unct to management super1ision at all le1elsO he eeps other
executi1es informed about ne& disco1eries, programmed trends and needs.
At the same time, he pro1ides efficient ser1ice in the operation of se1eral
centrali6ed ser1ices.
A successful industrial relations programmed reflects the personnel
1ie&point, &hich is influenced by three main considerationsP
a Indi1idual thining
b $olicy a&areness and
c ;xpected group reaction
Indi1iduali6ed thining maes if imperati1e for the administrator to consider
the entire situation in &hich the affected indi1idual is placed. $olicy
a&areness underscores the idea of the consistency of treatment and the
precedent 1alue of any decision &hich a management taesO &hile expected
group reaction balances &hat &e no& of human nature in groups against an
indi1idualLs situation in the light of the policy that has been formulated and
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implemented. In all these different circumstances, reality demands that all
the three aspects of the personnel 1ie&point should be considered at once in
terms of the past, the present and the future. This 1ie&point is held at all the
le1els of management from the top to the bottom, from the top executi1es
and staff to the line and super1isory personnel
LA%OUR LA' AN" IN"USTRIAL RELATION
La.o*& !a' or #labor#, or #employment# la& is the body of la&s,
administrati1e rulings, and precedents &hich address the legal rights of, and
restrictions on, &oring people and their organi6ations. As such, it mediates
many aspects of the relationship bet&een trade unions, employers and
employees. In anada, employment la&s related to unioni6ed &orplaces are
differentiated from those relating to particular indi1iduals. In most countries
ho&e1er, no such distinction is made. Ho&e1er, there are t&o broad categories
of labour la&
*irst, collecti1e labour la& relates to the tripartite relationship bet&een
employee, employer and union
!econd, indi1idual labour la& concerns employees" rights at &or and through
the contract for &or. The labour mo1ement has been instrumental in the
enacting of la&s protecting labour rightsin the 8@th and (0th centuries. Eabour
(3 9 $ a g e
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rights ha1e been integral to the social and economic de1elopment since the
industrial re1olution.
CONTRACT OF EMPLOYMENT
The basic feature of labour la& in almost e1ery country is that the rights and
obligations of the &orer and the employer bet&een one another are mediated
through the contractof employment bet&een the t&o. This has been the case
since the collapse of feudalism and is the core reality of modern economic
relations. Many terms and conditions of the contract are ho&e1er implied by
legislation or common la&, in such a &ay as to restrict the freedom of people to
agree to certain things to protect employees, and facilitate a fluid labour maret.
In the .!. for example, ma:ority of state la&s allo& for employment to be #at
&ill#, meaning the employer can terminate an employee from a position for any
reason, so long as the reason is not an illegal reason, including a termination in
1iolation of public policy.
Dne example in many countriesQ is the duty to pro1ide &ritten particulars of
employment &ith the essential termsto an employee. This aims to allo& the
employee to no& concretely &hat to expect and is expectedO in terms of &ages,
holiday rights, notice in the e1ent of dismissal, :ob description and so on. An
employer may not legally offer a contract in &hich the employer pays the
&orer less than a minimum &age. There are certain categories that people may
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simply not agree to because they are deemed categorically unfair. Ho&e1er, this
depends entirely on the particular legislation of the country in &hich the &or is.
MINIMUM 2AE
There may be la& stating the minimum amount that a &orer can be paid per
hour. The minimum &age is usually different from the lo&est &age determined
by the forces of supply and demandin a free maret, and therefore acts as a
price floor. ;ach country sets its o&n minimum &age la&s and regulations, and
&hile a ma:ority of industriali6ed countries has a minimum &age, many
de1eloping countries ha1e not.
Minimum &age la&s &ere first introduced nationally in the nited !tates in
8@/, India in 8@F, and *rance in 8@50 and in the nited 'ingdom in 8@@. In
the ;uropean nion, 8 out of (5 member states currently ha1e national
minimum &ages.
HEALTH AND SAFETY
Dther labor la&s in1ol1e safety concerning &orers. The earliest ;nglish
factoryla& &as drafted in 80( and dealt &ith the safety and health of child
textile&orers.
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ANTI DISCRIMINATION
This clause means that discrimination against employees is morally
unacceptable and illegal, on a 1ariety of grounds, in particular racial
discriminationor sexist discrimination.
2OR4PLACE INVOLVEMENT
7orplace consolation statutes exist in many countries, requiring that
employers consult their &orers on issues that concern their place in the
company. Industrial democracy refers to the same idea, but taen much further.
?ot only that &orers should ha1e a 1oice to be listened to, but that &orers
ha1e a 1ote to be counted.
COLLECTIVE LABOUR LA2
ollecti1e labor la& concerns the tripartite relationship bet&een employer,
employee and trade unions. Trade unions, sometimes called #labor unions#
TRADE UNION
!ome countries require unions to follo& particular procedures before taing
certain actions. *or example, some countries require that unions ballot the
membership to appro1e a strie or to appro1e using members" dues for political
pro:ects. Ea&s may guarantee the right to :oin a union banning employer
discrimination, or remain silent in this respect. !ome legal codes may allo&
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unions to place a set of obligations on their members, including the requirement
to follo& a ma:ority decision in a strie 1ote. !ome restrict this, such as the
"right to &or" legislation in some of the nited !tates.
CHILD LABOUR
hild labor is the employmentof children under an age determined by la& or
custom. This practice is considered exploitati1e by many countries and
international organi6ations. hild labor &as not seen as a problem throughout
most of history, only becoming a disputed issue &ith the beginning of uni1ersal
schoolingand the concepts of laborersL"and children"s rights. hild labor can be
factory &or, mining or quarrying, agriculture, helping in the parents" business,
ha1ing one"s o&n small businessfor example selling food, or doing odd :obs.
!ome children &or as guides for tourists, sometimes combined &ith bringing
in business for shops and restaurants&here they may also &or as &aiters.
Dther children are forced to do tedious and repetiti1e :obs such as assembling
boxes, or polishing shoes. Ho&e1er, rather than in factories and s&eatshops,
most child lab our occurs in the informal sector, #selling on the street, at &or in
agricultureor hidden a&ay in housesR far from the reach of official inspectors
and from media scrutiny.
So+e ocial ecurity pro,iion -or .or/er
P&o0ident f*nd
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&at*it
E3%!oee +tate in+*&an$e
Finan$ia! a++i+tan$e
Mate&nit fa$i!it to 'o3en 'o&-e&+
Medi$a! t&eat3ent and $o3%en+ation fo& ind*+t&ia! in5*&, a$$ident+,
ai!3ent+, et$6
Finan$ia! a++i+tan$e d*&ing a.+en$e d*e to i!! #ea!t# o& a$$iden
PROVI"ENT #UN"
E3%!oe& Co0e&age
;stablishments employing (0 or more persons and engaged in any of the 80
industries lasses of -usinesses specified.
o+operati1e !ocieties, employing 50 or more persons 4 &oring &ithout the
aid of po&er.
;stablishments not co1erable statutorily can come under the co1erage of the Act
statutorily.
An establishment continues to be co1ered under the Act, irrespecti1e of the fall
in the employment strength.
!ince the Act applies on its o&n force to the establishments, the employers are
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required to file the particulars in the specified format for registration and
allotment of business number.
Finan$ia! O.!igation+/
Cont&i.*tion+/
!tatutory rate of contribution is 789of emoluments basic &ages, dearness
allo&ance, cash 1alue of food concession and retaining allo&ances if any, in
the case of 835 establishments. ate of contribution shall be 7:9in the case of
the follo&ingP
-ric, beedi, :ute, guar gum factories, coir industry other than spinning sector.
;stablishments declared as sic undertaings by -I*.A matching contribution
is to be collected from the emoluments of the employees. Dut of 8(S or 80S
as the case may be of the employerLs share of contribution, ;67?@6
Ad3ini+t&ati0e C#a&ge+/
An employer is required to pay administrati1e charges at 767:9 of
e3o!*3ent+ to'a&d+ %&o0ident f*nd $#a&ge+ and :6:79 to'a&d+ EDLI
S$#e3e 7?@6
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?o separate administrati1e charges for pension scheme
In+%e$tion C#a&ge+/
In respect of exempted establishment under $.*. !cheme employer is liable to
pay only inspection charges at the rate of 0.8S of emoluments.
In the case of establishment exempted from ;)EI !cheme, the employer is
required to pay only inspection charges at the rate of 0.005S of emoluments.
Inte&e+t Lia.i!itP
*or belated remittances of contributions, administrati1e inspection charges
interest at the rate of 8(S on such remittances for the period of delay is to be
remitted.
Da3age+/1
*or all the belated remittances of contribution and administrationinspection
charges damages are also payable as penalty ranging from 83S to /3S p.a.
depending upon delay.
D*tie+ of E3%!oe&
;nroll all categories of employees including the employees engaged by or
through contractors and also piece rated, hourly rated employees. emit the
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contributions and administrati1e charges before the 85th of the follo&ing
month.
Fi!e t#e initia! &et*&n+ of Fo&3 ?, Fo&3
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employees also consent for exemption, sub:ect to certain conditions go1erning
grant of exemption and certain formalities
Pen+ion S$#e3e
;mployer can a1ail exemption for the establishment as a &hole, &ith the
consent of ma:ority of employees, if an alternati1e pension scheme is
formulated by the establishment &ith benefits either on par &ith or superior to
the ;$! L@5 and sub:ect to certification of the 1iability and long sustenance of
the scheme by an independent qualified actuary and satisfying the other
conditions prescribed go1erning the grant of exemptions.
There is no pro1ision for exemption of indi1iduals or for class of employees.
EDLI S$#e3e
The establishment can get exemption from the ;)EI !cheme, if the employees
therein are entitled for a benefit in the nature of insurance &hether lined to
their $.*. deposit or not and &ithout paying any contributions.
It+ 0e& $!ea& t#at 789 i+ ded*$ted on a!!o'an$e+ ot#e& t#an ee3%ted ones
lie on1eyance s 00m , hild allo&ance s (00m for t&o children,
Medical allo&ance s 85,000 per annum 4 ETA.
Maintain the contribution card in respect of each employee in *orm /A and
submit the annual returns in *orm /A and 2A after reconciliation &ith hallanLs
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and form 8(A. The employer has to ensure that statutory dues in respect of
contractorLs employees are remitted and returns filed.
;mployer should attest the form ?o.( and the claims forms submitted by the
member legal heirs nominees. Mae a1ailable all rele1ant records for
inspection of 1isiting officials &ith due authori6ation.
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EMPLOYEE STATE INSURANCE
SCHEME
The ;mployeesL !tate Insurance !chemeis administered by a orporate body
called the ;mployeesL !tate Insurance orporation ;!I, &hich has members
representing employers, employees, the entral >o1ernment, !tate
>o1ernments, medical professionand the $arliament.
;.!.I. !cheme being contributory in nature, all the employees in the factories or
establishments to &hich the Act applies shall be insured in a manner pro1ided
by the Act. The contribution payable to the orporation in respect of an
employee shall comprise of employerLs contribution and employeeLs
contribution at a specified rate. The rates are re1ised from time to time.
urrently, the employeeLs contribution rate &.e.f. 8.8.@3 is 8.35S of the &ages
and that of employerLs is F.35S of the &ages paidpayable in respect of the
employees in e1ery &age period. ;mployees in receipt of a daily a1erage &age
up to s.50+ &.e.f. 08+0F+(00F are exempted from payment of contribution.
;mployers &ill ho&e1er contribute their o&n share in respect of these
employees.
Collection o- Contri0ution
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An employer is liable to pay his contribution in respect of e1ery employee and
deduct employees contribution from &ages bill and shall pay these contributions
at the abo1e specified rates to the orporation &ithin (8 days of the last day of
the alendar month in &hich the contributions fall due. The orporation has
authori6ed designated branches of the !tate -an of India and some other bans
to recei1e the payments on its behalf.
Contri0ution Perio! an! %ene-it Perio!
There are t&o contribution periods each of six months duration and t&o
corresponding benefit periods also of six months duration as under.
Cont&i.*tion %e&iod Co&&e+%onding Ca+# Benefit %e&iod
8stApril to /0th!ept. 8stJanuary of the follo&ing year to /0thJune.
8stDct. to /8stMarch 8stJuly to /8st)ecember of the year follo&ing
VARIOUS FORMS THAT COMES UNDER ESI
*DM ?D. D?TI-TID?
*orm (( laim of funeral expenses
filled after deathU
*orm 2 *or registercomplete detail of
employee, name, ;.!.I no. ,etc.U
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*orm / ;.!.I return
*orm 8 )eclaration form for ;.!.I
*D I?)IBI)AEU
*orm 5 Half yearly returnapril to september,
october To marchU
*orm 8 egistration for establishment
Pay+ent o- $ratuity Act1 2345
O.5e$t/It is an Act to pro1ide for a scheme for the payment of gratuity to
employees engaged in factories, mines, oilfields, plantations, ports, rail&ay
companies, and shops or other establishments.
A%%!i$a.i!it/Any ;mployer of the abo1e noted establishments &here 80 or
more persons are employed or &ere employed on any day of the preceding 8(
months is liable to pay gratuity to its employees. Dnce the Act becomes
applicable, it continues e1en if the number of employees falls belo& ten.
Entit!e3ent/>ratuity is payable to an employee nominee + in case of death of
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employee &ho has rendered continuous ser1ice of fi1e years or more on his
termination of employment, superannuation, retirement or resignation.
ompletion of continuous ser1ice of fi1e years is not necessary &here the
termination of employment is due to death of disablement.
Ca!$*!ation/7 x % x 85(2 &here 7 V East 7age dra&n i.e., basic W )A
% V number of completed years of continuous ser1ice six months or less to be
ignored and more than six months to be counted as full year.
85 V 85 days salary
(2 V ?o. of &oring days in a month.
Mai3*3 Li3it/ s./.5 lacs. &.e.f (F+0@+8@@3
Ti3e Li3it fo& a%%!i$ation to e3%!oe&/;mployee has to mae an
application in *orm+I to his employer &ithin /0 days from the date of gratuity
becomes payable.
To calculate the gratuityP it has the formula
;x. N*3.e& of &+ of +e&0i$e La+t +a!a& d&a'n Ba+i$D6A 7=
8
Amongst the most contemporary of 5 star hotels in Agra India, Jaypee Hotels
offers the luxury that has a subtle blend of the Mughal architectural brilliance of
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India and modern amenities. The exquisite ambience of a prosperous ingdom,
the luxury of 5 !tar hotels... That"s #Jaypee $alace Hotel# %our o&n 'ingdom....
The spra&ling (5 acres in Agra of landscaped gardens.... Tree lined &al&ays,
)ancing *ountains... The state+of+the+art onference *acilities, Modern
-usiness entre, !peciality estaurants, Health lub, /50 elegantly appointed
luxury rooms.... And friends &ho are dedicated to your ser1ices offering you the
luxury of online booing and reser1ations to one of the best 5 !tar hotels in
Agra, India.
The Jaypee $alace on1ention entre, Agra is the ideal 1enue to host any
conference or e1ents. The hotel boasts a total floor area of 2330 square meter
equipped &ith comfortable 4 ideal seating, natural lighting 4 state+of+the+art
audio1ideo facilities. It is the perfect place to organi6e large conferences or
small meetings.
lasses for -ody !culpting, Aerobics, 7eight, !&imming, Jogging and ycling
are conducted at the Jaypee $alace Hotel. Health lub and *itness entre &ith
spa facilities, -illiards$ool, Tennis, !quash ourts, Table Tennis, are also
a1ailable.
*or the con1enience of the guests, Jaypee $alace Hotel and on1ention enter,
Agra the hotel also pro1ides beauty parlor, money changer, and doctor on call,
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1alet ser1ice, postage, and astrologer, shopping pla6a, baning, 1alet paring
and golf amongst others. 7elcome to the &orld of luxury and en:oy an
unforgettable experience.
Li+t of Fo&t*ne Hote!+
*ortune >lobal !elect >urgaon
*ortune !elect $alms hennai
*ortune !elect Trinity -angalor
*ortune !elect ;xotica?a1i Mumbai
*ortune !elect Manohar Hyderabad
*ortune !elect J$ osmos XbegluruQ
*ortune $ar -ella asa Jaipur
*ortune Eandmar Ahmedabad
*ortune Eandmar Indore
*ortune $ar enter $oint Jamshedpur
*ortune Hotel The !outh $ar Tri1andrum
F/ 9 $ a g e
http://en.wikipedia.org/wiki/Gurgaonhttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Ahmedabadhttp://en.wikipedia.org/wiki/Indorehttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Trivandrumhttp://en.wikipedia.org/wiki/Gurgaonhttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Ahmedabadhttp://en.wikipedia.org/wiki/Indorehttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Trivandrum -
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*ortune $ar alicut alicut
*ortune $ar >alaxy Bapi
*ortune Murali $ar Bi:ay&ada
*ortune $ar 'lassi Eudhiana
*ortune $andiyan Hotel Madhurai
*ortune $ar $anch&ati 'olata
*ortune *ences Tirupati Tirupati
*ortune esort -ay Island $ort -lair
*ortune esort !ulli1an ourt Doty
*ortune hariot esort Mahabalipuram
*ortune esort entral )ar:eeling
*ortune Inn i1iera Jammu
*ortune Inn Juaso $une
*ortune Inn !ree 'anya Bishaapatnam
FF 9 $ a g e
http://en.wikipedia.org/wiki/Calicuthttp://en.wikipedia.org/wiki/Vapihttp://en.wikipedia.org/wiki/Vijaywadahttp://en.wikipedia.org/wiki/Ludhianahttp://en.wikipedia.org/wiki/Madhuraihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Tirupati_(city)http://en.wikipedia.org/wiki/Port_Blairhttp://en.wikipedia.org/wiki/Ootyhttp://en.wikipedia.org/wiki/Mahabalipuramhttp://en.wikipedia.org/wiki/Darjeelinghttp://en.wikipedia.org/wiki/Jammuhttp://en.wikipedia.org/wiki/Punehttp://en.wikipedia.org/wiki/Vishakapatnamhttp://en.wikipedia.org/wiki/Calicuthttp://en.wikipedia.org/wiki/Vapihttp://en.wikipedia.org/wiki/Vijaywadahttp://en.wikipedia.org/wiki/Ludhianahttp://en.wikipedia.org/wiki/Madhuraihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Tirupati_(city)http://en.wikipedia.org/wiki/Port_Blairhttp://en.wikipedia.org/wiki/Ootyhttp://en.wikipedia.org/wiki/Mahabalipuramhttp://en.wikipedia.org/wiki/Darjeelinghttp://en.wikipedia.org/wiki/Jammuhttp://en.wikipedia.org/wiki/Punehttp://en.wikipedia.org/wiki/Vishakapatnam -
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Li+t of 2e!$o3He&itage P&o%e&tie+
-al !amand Eae $alace Jodhpur
-al !amand >arden etreat Jodhpur
-andha1garh Jungle Eodge -andha1garh
-assi *ort hittorgarh
-i:ay ?i&as $alace A:mer
-ob"s $lace?athuahan
-urra !ahib"s -ungalo& Jorhat
al1e $ondicherry
amellia Hotel 4 esort !hantinietan
halets ?aldehra?aldehra
hinnar $lantation -ungalo& ;lappara, Idui )ist.
onnaught House Mount Abu
orbett amganga esort orbett ?ational $ar
F5 9 $ a g e
http://en.wikipedia.org/wiki/Jodhpurhttp://en.wikipedia.org/wiki/Bandhavgarhhttp://en.wikipedia.org/wiki/Chittorgarhhttp://en.wikipedia.org/wiki/Ajmerhttp://en.wikipedia.org/wiki/Nathuakhanhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Pondicherryhttp://en.wikipedia.org/wiki/Shantiniketanhttp://en.wikipedia.org/w/index.php?title=Naldehra&action=edit&redlink=1http://en.wikipedia.org/wiki/Mount_Abuhttp://en.wikipedia.org/wiki/Corbett_National_Parkhttp://en.wikipedia.org/wiki/Jodhpurhttp://en.wikipedia.org/wiki/Bandhavgarhhttp://en.wikipedia.org/wiki/Chittorgarhhttp://en.wikipedia.org/wiki/Ajmerhttp://en.wikipedia.org/wiki/Nathuakhanhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Pondicherryhttp://en.wikipedia.org/wiki/Shantiniketanhttp://en.wikipedia.org/w/index.php?title=Naldehra&action=edit&redlink=1http://en.wikipedia.org/wiki/Mount_Abuhttp://en.wikipedia.org/wiki/Corbett_National_Park -
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)en6ong egency etreat >angto
;lephant $oint etreat Billage Tippi
*ernhills $alace Doty
>olf Bie& $achmarhi
>race Hotel )haramsala
>rand Imperial Agra
>urha Houseboat !rinagar
Hirlicheena ?ature esort Manan Billage
Judge"s ourt $ragpur
'anha Jungle Eodge 'anha
'asmanda $alace Mussoorie
'ha6anchand Mansion Almora
'himsar *ort 'himsar
'himsar !and )unes Billage 'himsar
F2 9 $ a g e
http://en.wikipedia.org/wiki/Gangtokhttp://en.wikipedia.org/w/index.php?title=Village_Tippi&action=edit&redlink=1http://en.wikipedia.org/wiki/Ootyhttp://en.wikipedia.org/wiki/Pachmarhihttp://en.wikipedia.org/wiki/Dharamsalahttp://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/w/index.php?title=Manan_Village&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Pragpur&action=edit&redlink=1http://en.wikipedia.org/wiki/Kanhahttp://en.wikipedia.org/wiki/Mussooriehttp://en.wikipedia.org/wiki/Almorahttp://en.wikipedia.org/w/index.php?title=Khimsar&action=edit&redlink=1http://en.wikipedia.org/wiki/Gangtokhttp://en.wikipedia.org/w/index.php?title=Village_Tippi&action=edit&redlink=1http://en.wikipedia.org/wiki/Ootyhttp://en.wikipedia.org/wiki/Pachmarhihttp://en.wikipedia.org/wiki/Dharamsalahttp://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/w/index.php?title=Manan_Village&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Pragpur&action=edit&redlink=1http://en.wikipedia.org/wiki/Kanhahttp://en.wikipedia.org/wiki/Mussooriehttp://en.wikipedia.org/wiki/Almorahttp://en.wikipedia.org/w/index.php?title=Khimsar&action=edit&redlink=1 -
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'iar Eodge Anandpur !ahib
'ool&al 'othi?a&algarh
Eal ?i&as $halodi
Eallgarh $alace -ianer
Maharani -agh Drchard etreat anapur
Mandir $alace Jaisalmer
Mistry !ahib"s -ungalo& Jorhat
?armada Jacson Jabalpur
?oor+s+!abah $alace -hopal
$alace -el1edere?ainital
$emaling )irang
$ragati esorts Hyderabad
a:endra Billas $alace Mysore
an:it"s !1aasa Amritsar
F3 9 $ a g e
http://en.wikipedia.org/wiki/Anandpur_Sahibhttp://en.wikipedia.org/wiki/Nawalgarhhttp://en.wikipedia.org/wiki/Phalodihttp://en.wikipedia.org/wiki/Bikanerhttp://en.wikipedia.org/wiki/Ranakpurhttp://en.wikipedia.org/wiki/Jaisalmerhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Jabalpurhttp://en.wikipedia.org/wiki/Bhopalhttp://en.wikipedia.org/wiki/Nainitalhttp://en.wikipedia.org/w/index.php?title=Dirang&action=edit&redlink=1http://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Mysorehttp://en.wikipedia.org/wiki/Amritsarhttp://en.wikipedia.org/wiki/Anandpur_Sahibhttp://en.wikipedia.org/wiki/Nawalgarhhttp://en.wikipedia.org/wiki/Phalodihttp://en.wikipedia.org/wiki/Bikanerhttp://en.wikipedia.org/wiki/Ranakpurhttp://en.wikipedia.org/wiki/Jaisalmerhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Jabalpurhttp://en.wikipedia.org/wiki/Bhopalhttp://en.wikipedia.org/wiki/Nainitalhttp://en.wikipedia.org/w/index.php?title=Dirang&action=edit&redlink=1http://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Mysorehttp://en.wikipedia.org/wiki/Amritsar -
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anthambore *orest esort !a&ai Madhopur
aobagh $alace -undelhand
egency Billas DotyQQ
osa1ille !hillong
oyal amp?agaur *ort
oyal amp $usharQQ
!ardar !amand $alace $ali
!halini $alace 'olhapur
!hambha + Ea Eeh Eadah
!heihpura 'othi Hansi
!olang Balley esort Manali
Taradale ottage amgarh
Taragarh $alace $alampur
Thengal Manor Jorhat
F 9 $ a g e
http://en.wikipedia.org/wiki/Sawai_Madhopurhttp://en.wikipedia.org/wiki/Bundelkhandhttp://en.wikipedia.org/wiki/Shillonghttp://en.wikipedia.org/w/index.php?title=Nagaur_Fort&action=edit&redlink=1http://en.wikipedia.org/wiki/Palihttp://en.wikipedia.org/wiki/Kolhapurhttp://en.wikipedia.org/w/index.php?title=Leh_Ladakh&action=edit&redlink=1http://en.wikipedia.org/wiki/Hansihttp://en.wikipedia.org/wiki/Manalihttp://en.wikipedia.org/wiki/Ramgarhhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Sawai_Madhopurhttp://en.wikipedia.org/wiki/Bundelkhandhttp://en.wikipedia.org/wiki/Shillonghttp://en.wikipedia.org/w/index.php?title=Nagaur_Fort&action=edit&redlink=1http://en.wikipedia.org/wiki/Palihttp://en.wikipedia.org/wiki/Kolhapurhttp://en.wikipedia.org/w/index.php?title=Leh_Ladakh&action=edit&redlink=1http://en.wikipedia.org/wiki/Hansihttp://en.wikipedia.org/wiki/Manalihttp://en.wikipedia.org/wiki/Ramgarhhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Jorhat -
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med -ha&an $alace 'ota
X7indamere HotelQ )ar:eeling
7indsor Eodge anihet
7ood1ille $alace !himla
A&t $o!!e$tion
Art ollection !ince 8@35, IT+7elcomgroup has collected a massi1e ban of
art by o1er 50 artists including some of IndiaLs most important contemporary
artists lie A.>. !ubramanyam, 'rishan 'hanna, Jatin )as, am 'umar, M.*.
Hussain, *.?. !ou6a, J. !&aminathan, Tyeb Mehta, An:olie ;la Menon, Abar
$adamsee, A. amachandran, !atish >u:ral, Meera Muher:ee, Jamini oy,
-iash -hattachar:ee, !an:ay -hattachar:ee, >opi >a:&ani, -iren )ey, 'im
Michael, >.. !antosh and Arpita !ingh.
A'a&d+ and &e$ognition
ITC12e!$o3g&o*%
KIT >reen entreL certified by the ! >reen -uilding ouncil for
Eeadership in ;nergy 4 ;n1ironmental )esign !>- C E;;) is the
first largest commercial K$latinum atedL building in the &orld.
F@ 9 $ a g e
http://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Darjeelinghttp://en.wikipedia.org/wiki/Ranikhethttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Jatin_Dashttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/Tyeb_Mehtahttp://en.wikipedia.org/wiki/Anjolie_Ela_Menonhttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Satish_Gujralhttp://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Darjeelinghttp://en.wikipedia.org/wiki/Ranikhethttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Jatin_Dashttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/Tyeb_Mehtahttp://en.wikipedia.org/wiki/Anjolie_Ela_Menonhttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Satish_Gujral -
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IT+7elcomgroup &as ad:udged as a !uper -rand in the premium
hospitality category in (00/+0F.
IT+7elcomgroup &on TodayLs Tra1eler IndiaLs -est Euxury hain
)iamond A&ard in (00.
IT+7elcomgroup &as declared He&itt -est ;mployer in India 4 Asia
(00@.
a!i!eo E%&e++ T&a0e! 2o&!d A'a&d
IT+7elcomgroup &as declared as the -est $remium Hotel -rand for
three consecuti1e years + (005+02, (002+03 4 (003+(00.
7elcomHeritage &on the A&ard for -est Heritage hain in India for
three consecuti1e years from (005 to (003.
*ortune $ar Hotels Eimited &as declared the -est *irst lass Hotel
hain in (00F.
;conomic Times A1aya >lobal onnect A&ard
IT+7elcomgroup &as declared The Most ustomer esponsi1e
ompany Hotels in (002.
T#e NCPEDP 1 S#e!! He!en 4e!!e& A'a&d
50 9 $ a g e
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IT+7elcomgroup &on the ?;)$ K!hell Helen 'eller A&ardL (00 in
the category Kompanies Drganisations Institutions &ho share our 1ision and
through their policies demonstrate their belief in equal rights and gainful
employment for persons &ith disabilitiesL.
EHS A'a&d+
IT+7elcomgroup &on $ATA >old A&ard in orporate ;n1ironmental
ategory in (005.
IT Maurya, Agra + ;n1ironment hampion Hotel of the year in 8@@3
and (008+0(.
IT 'aatiya, Hyderabad *HAI + The ;n1ironment hampion a&ard in
(005
IT !onar, 'olata recei1ed *i1e !tar rating in the ;n1ironmental
Management !ystem from -ritish !afety ouncil in (003
IT Jaypee Hotel, Agra &on T;I orporate ;n1ironment A&ard in
(00/+0F
IT Maratha, Mumbai &on *HAI >reen hampion of the year among
Earge Hotels in (00F
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IT >rand entral, Mumbai &on *HAI A&ard for >reen hampion of
the year among Earge Hotels in (00
IT Maurya, Agra India declared by Today Tra1el $lus Toplist !ur1ey as
the ;co *riendly Hotel in (00+0@
To*&i+3 A'a&d+
!heraton Agra Hotel &on The ?ational Tourism A&ard + -est ;co
*riendly Hotel in (00F+05
IT Maurya, Agra &on ?ational Tourism A&ard for -est ;co *riendly
Hotel (00
IT >rand entral &as recognised as the best $ri1ate $ublic ;nterprise
$ro1iding *acilities for $hysically hallenged $ersons by Ministry of
Tourism in the year (003+0
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OVERV
IE2
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E%e&ien$e a 'o&!d of 'a&3t# and $o3fo&t at t#e fi0e +ta& Ja%ee Hote!
Ag&a Hote!6on1eniently located in the business district and ad:acent to the
city centre of !outh )elhi, our hotel is also in close proximity to the Max
International Healthcare Hospital and Apollo Hospital. The hotel is an easy (0
minute dri1e from the domesticinternational airport, and /0 minutes from some
of )elhiLs largest con1ention centers such as $ragati Maidan and India ;xpo
entre.
ontemporary colour schemes and soft furnishings fill our ((0 guest rooms
&ith &armth. The rooms offer a spacious en1ironment of /F0 sq ft, &ith 7i+*i
connecti1ity, so business tra1elers can connect to &hat matters to them. >uests
also ha1e access to our (F+hour business centre facilities. Treat yourself at our
four highly a&arded food and be1erage outlets &hich offer a 1ariety of
delectable cuisine spanning ?orthern and !outhern Indian fare, !outh+;ast
Asian specialties, and both 1egetarian and non+1egetarian cuisine. Dur
s&imming pool, state of the art fitness centre and shopping arcade are great
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places to un&ind after a busy day. Dur round the cloc room ser1ice, laundry
ser1ice, beauty salon, concierge, tra1el des and 1alet 6 HR MANAER M&
DHANAJAY CHAUSAL4AR 6
#ACILITIES
7hether come here for &or, play, or a combination of both , &e pro1ide
all our guests &ith spaces , ser1ices and helpful connections &hen and &here
you need them.
-usiness entre
High+speed Internet &ith 7i+fe option
opierfacsimile facilities
Eaptop computers on hire
Mobile phones on hire
Multimedia computers
!ecretarial ser1ices
7orstations
*resh &ater s&imming pool
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7ater sports
*itness entre
)art games 4 shooting
ricet
*ootball
-adminton
-icycle
'ite *lying
Astrologer
$ortrait 4 tattoo artists
Bideo games 4 mo1ies
-abysitting
-eauty parlor
ooery classes
52 9 $ a g e
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'ids library
'ids play area
Ei1e Music
Magic sho&s
$uppet sho&s
!hopping arcade
!pa offering authentic and traditional Indian &ellness treatments
(F+hour room ser1ice
Eaundry ser1ice1alet
)octor+on+call
Tra1el assistance
ar hire ser1ice
urrency exchange
*lorist
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ultural programmes and theme nights
"ININ$
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Appealing to international tra1ellers and locals alie, our inno1ati1e menus
offer delicious interpretations of cuisine from around the &orld, alongside
traditional Indian fa1ourites and seasonal choices. Dur indigenous chef use
fresh and traditional ingredients to create e1ery dish.
The -ay&atch offers an exploration of the senses &ith friendly ser1ice (F
hours a day. D1erlooing the exquisite blue &aters of the -lue -ay, it is
undoubtedly one of the cityLs most popular dining 1enues &ith breafast,
lunch, and dinner buffets, in addition to a delectable all+day dining menu.
The four states of the southern Indian $eninsula C Andhra $radesh,
'arnataa, Tamil ?adu, and 'erala C are steeped in a rich culture and
)ashin features authentic presentations from all four states. It etches the
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ethos of !outh India in tradition, ser1ice, and food, recreating the splendour
of the southern itchen &ith their distincti1e fla1our and aroma.
Among the more exciting regions of culinary alchemy is that bet&een the
-ay of -engal and the !outh hina !ea. Here Indian spices meet hinese
cooing styles and Malay traditions. At $an Asian you can explore di1erse
culinary traditions, from the hearty fare of Mongolia to the eclectic food of
Malaysia, the fiery taste of Indonesia and Thailand, as &ell as the delicate
fla1ours of hina and Japan.
The Eobby Eounge is a great meeting place for morning coffee and pastries
or an aromatic afternoon tea. )uring the e1ening, relax and en:oy a selection
of the finest &ines and spirits in the heart of the hotel.
Restaurants & Bar
Na*&atna/?auratna, named after the ?ine Je&els of ;mperor Abar"s court,
offers the ultimate in Mughlai cuisine.
Bag#1e1Ba#a&/D1erlooing lush+green gardens and a sparling blue pool, this
restaurant of Hotel Jaypee Hotel !heraton ser1es ontinental delights &ith li1e
music.
T#e Ta5 Bano/The Ta: -ano lays out a sumptuous spread of exquisite Indian,
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ontinental and hinese cuisine.
T#e Ma#5ong Roo3/7ith its luxurious setting, appeases the hinese gourmet
in you.
T#e Mai-#ana/ The elegant lobby bar of the Hotel Jaypee Hotel !heraton
offers sparling &ines and &ondrous concoctions, guaranteed to eep you in
good spirits
Meetin6 an! e,ent
!ix elegant and spacious conference and banqueting suites, complete &ith High
!peed Internet Access are a1aIlable for your meeting needs. sed indi1idually
or collecti1ely, the meeting 1enues are suitable for business and social e1ents
such as product launches, corporate meetings, business seminars, coctail
parties, &eddings, dinner dances, and small pri1ate gatherings. The beautiful
and spacious ballroom, &ith pre+function area and large &ooden doors, is
exquisitely decorated &ith crystal chandeliers. It is ready to &elcome &eddings
and coctail dinners for up to /50 guests, theatre+style conferences for up to
(50, and receptions for up to /00. The elaborate *unction Hall )ynasty has a
separate entrance. 7hile the hall itself co1ers an area of (,/3@ square feet, it is
also features a pre+function area of 50F square feet. !etches of ancient
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monuments adorn the &alls of the hall maing it a perfect 1enue for
professional or personal e1ents.
Eocated on the upper lobby le1el a&ay from
all disturbances, the Me66anine -oardroom is easily accessible 1ia the lobby
ele1ators. The understated style of its pale, &ood enhanced dYcor is conduci1e
to the success of the top le1el meetings held across an o1al meeting table for (0.
Dur dedicated team of conference and banqueting specialists can pro1ide
professional assistance to complement any part of your conference, function, or
e1ent. Dpen (F hours a day, the business centre pro1ides a distraction+free &or
en1ironment and access to business tools and ser1ices. omputers, printers,
Internet access, photocopying facilities, facsimile transmission, as &ell as full
secretarial ser1ices are a1ailable.
Roo3 S%e$ifi$ation+
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2e!$o3 Hote! Ja%ee Hote! S#e&aton in Ag&a comes &ith (5 rooms,
including / deluxe suites and ( presidential suites.
Fa$i!itie+ A0ai!a.!e in Roo3+
;1erything at Jaypee Hotel !heraton Hotel in Agra has been designed &ith the
utmost care to mae your stay delightful. The hotel has (5 spacious rooms and
suites. ;1ery room features tele1ision, electronic safe deposit, teacoffee maer
and en+suite bath. This 5 star Agra hotel has 88 Ta: facing rooms from &here
one can en:oy unobtrusi1e 1ie& of the Ta: Mahal.
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Confe&en$e and BanG*et fa$i!itie+/
This 5 star Agra hotel brings for&ard its state+of+art conference banquet
1enues. )e&aan+e+'has+I, II and III, Ma:lis, -agh+e+-ashisht, >ul -adan
gardens and !her !hah !uri >ardens are the indoor and outdoor meeting 1enues
at the hotel. )e&an+;+'has is the largest con1ention center in the hotel and is
perfect for &edding receptions. %ou can plan a meeting, conference, seminar,
exhibition and social gathering at the hotel.
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O%&ECTIVES O# STU"Y
To obser1e industrial relation operation and satisfaction le1el of the
employees.
To obser1e the &oring condition inside the organi6ation.
To obser1e the grie1ance handling procedure inside the
organi6ation.
)i1ision of &or and &orers.
To obser1e the different &elfare scheme gi1en by the organi6ation.
IN"USTRIAL RELATION PRO$RAMMES OPERATIN$ IN HOTEL
&AYPEE HOTEL
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Star ratin6 yte+
'el-are che+e
Me!ical allo.ance
"eath relie- -un!
Marria6e anni,erary
Sta-- 0irth!ay cele0ration
$rie,ance han!lin6 proce!ure
Picnic
Me!ical ca+p -acility 0y !r7 Su!hir $upta
Star 6ra!in6 yte+
E!ucation -acilitie to ta-- 8 chil!ren
Or6ani9in6 port !ay
Annual -unction
Proper lea,e inclu!in6 25 caual lea,e
Proper .or/ en,iron+ent
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STARS RADIN SYSTEM
THE NEW STRUCTURE OF LEVELOF STARS
T#e f!o' $#a&t indi$ating t#e $*&&ent S6T6A6R6S6 Le0e! i+ gi0en
.e!o'
8000 $DI?T! A?) A-DB;M6D>S CLUB
I? !AM; *I?A?IAE %;A
(50 $DI?T! A*T; ;AHI?>C6O6O>S CLUB
$AETI?M
(50 $DI?T! 7ITHI? 2 PLATINUM CLUB
MD?TH! D* ;AHI?> >DE)
8/0 $DI?T! 7ITHI? / MD?TH! OLD CLUB
D* ;AHI?> !IEB; E;B;E
8(0 $DI?T! I? / MD?TH!
;**;TIB; *DM A$IE SILVER CLUB
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MEDICAL ALLO2ANCE
*ixed amount of Medical allo&ance of s.800+ is payable to pensioners*amily
pensionerLs &.e.f.8.(8(.8@@3 it is notified along &ith the Driginal pension based
on the option gi1en by the pensioner and undertaing that heshe is residing in
the area not co1ered by >H! scheme. Those &ho exercise the option &ill ha1e
to gi1e an undertaing once e1ery year to the $)A that they are residing in such
area &here no such facilities are a1ailable. The option for fixed Medical
Allo&ance can be changed only once in lifetime by the pensioner on account of
change in residence. In case the pensioner &ants o dra& Medical allo&ance
subsequently the same &ill not be notified by the $!A $)A $ .The
pensioners should approach the $)A-an )$)D etc. for this purpose.
In the Hotel medical allo&ance facility is pro1ided to all the employees.
7hate1er expenses occured all &as gi1en by organi6ation itself. Medical is
maximum upto Rs 15000 PA or Rs1250 PM.
"EATH RELIE# #UN"
nder the scheme of ;)EI employee deposit lin insuranceU 20,000 is gi1en
to the family member. s 30000 is paid to dependent of decreased of permanent
employee. An amount has been fixed accordingly to grades and &orers
2 9 $ a g e
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contribute at rs 20 at the time of such mishappening. A sum of s /5000 is
contributed by the management and s /5000 by the employees.
MARRIA$E ANNIVERSERY
Marriage anni1ersary for all head of departments and their respecti1e ( I are
also celebrated in Hotel !heraton )elhi. A parity and gift is gi1en to the
concerned
employee.
STA## %IRTH"AY CELE%RATION
A gift &ith birthday cae is gi1en to the concerned employee and organi6es
family dinner.
'EA(LY REST
weakly rest is gie! to t"ose employee w"o atte!d t"eir
duty t"ree days
aailed leae wit" pay at least #or t"ree days. $oweer leae
wit"out pay will
!ot %e cou!ted i! t"ree days.
2@ 9 $ a g e
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&ewly appoi!ted employees lose t"eir 'rst weekly rest i!
t"e case t"ey (oi!ted t"eir duty a!d do!)t complete a%oe
co!ditio!s o# rest.
*ompe!satory leae s"ould %e aailed i! +0 days agai!st
"is weekly rest
,orki!g.
12casual leae is gie! to t"e employee.
SALARY AN" 'A$ES
a- $RA paid to eery e!titled employee w"o is !ot a%se!t more
t"a! see!days , at full rate. . If he absence for more than se1en days than
HA is gi1en on pro+rata basis. HA to filed staff is gi1en according to posting
station. As per present practice there are some entied &here they get 20S extra
HA in addition to HA as per grade. *ull HA is gi1en on lea1e &ithout pay
also
%- asic/ A/ *A/ *EA/ LA/ Medical/ ,A/ special allowa!ce is
%ei!g paid
o! %asis o! paya%le days
30 9 $ a g e
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$RIEVANCE HAN"LN$ PROCE"URE IN HOTEL &AYPEE HOTEL
A grie1ance is a sign of employeeLs discontent &ith :ob and its nature. The
employee has got certain aspirations and expectations &hich he thins must be
fulfilled by the organi6ation &here he is &oring. 7hen the organi6ation fails to
satisfy the employee needs, he de1elops a feeling of discontent or
dissatisfaction. Thus, grie1ance is caused due to the difference bet&een the
employee expectation and management practices. -reach defines a grie1ances
as any dissatisfaction or feeling of in:ustice in connection &ith oneLs
employment situation that is brought to the notice of the management.
The Causes of Grievances
The causes of employee grie1ances includeP
demands for indi1idual &age ad:ustments,
38 9 $ a g e
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complaints about the incenti1e systems
omplaints about the :ob classifications,
omplaints against a particular foreman
omplaints concerning disciplinary measures and procedures.
Db:ections to the general methods of super1ision,
Eoose calculation and interpretation of seniority rules, and
nsatisfactory interpretation of agreements
$romotions
)isciplinary discharge or lay+off,
.
Transfer for another department or another shift,
Inadequacy of safety and health ser1ices de1ices
?on+a1ailability of material in time
Biolation of contracts relating to collecti1e bargaining
Improper :ob assignments.
OBJECTIVE
The ob:ecti1e of the procedure is to redress and settle the grie1ance as early as
possible to its point of origin by creating an en1ironment &hich share festal a
3( 9 $ a g e
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culture of candidate and faith so that employees can 1ent their grie1ance
&ithout any fear of 1ictimi6ation and eprisal.
In order to achie1e the abo1e said ob:ecti1e the follo&ing principles shall be
follo&ed C
-e gi1en a fair hearing by their immediate superiors concerning any
grie1ance they may &ish to raise.
They can free to appeal to a more senior manager against the decision
made by immediate superior.
May be accompanied by a fello& employee of their o&n choice &hen
raising the grie1ance or appealing against a decision.
P ROCEDURE
Aggrieed employee s"all 'rst prese!t "is griea!ce
er%ally to "is immediate superior .An ans&er shall be gi1en by his
immediate superior &ith in F hours of presentation of the complaint
.;mploy may bring along &ith him a fello& employee
If employee is not satisfied &ith the redresses f