Labor Welfare The success of any organization depends to a large extent upon the capability, competence, efficiency, and development of human resources, who, being the active agents, accumulate capital, exploit natural resources, and build social, economic and political organizations. No organization can think of viability and effectiveness without the efficient utilization of human resources. Therefore, human resource is the most important resource and is considered the backbone of every organization. Though factors such as exploration of natural resources, availability of physical and financial resources, and international aid contribute to the economic development ofa country, none of these factors is more significant than committed manpower. In fact, it may be said that all the development comes from the human mind. Today, as the world is seized off the concept of labor welfare, all developed as well as developing nations are striving hard to promote socio economic development in view of improving the lots of their citizens. The concerned government has also been emphasizing a strong industrial base, which has led to the multiplication of the labor force in the world. It is essentially a corporate culture that shows care and concern for the wellbeing of every member of its family. Organizations do not exist merely to satisfy individual’s needs, but are concerned with survival through productivity. Therefore, it is very essential to seek the cooperation of labor force to increase production and to earn higher profits. It is possible only when they are fully satisfied with their needs. Therefore, the employees’ welfare on and off the job within the organization is a kind of motivation and it can also be deemed as a social responsibility of the employer.

Concept of Labor Welfare It is no wonder that the concept of labor welfare varies from country to country and within the same country; the significance attached tothe term may differ from industry to industry and even from undertaking toundertaking. The term “labor welfare” is very comprehensive and includes various types of activities undertaken for the economic, social, intellectual or moral benefits of the labor community. The term “welfare”is derived from the French phrase which means “to fare well”. Webster’s dictionary defines the term “welfare” as a state characterized by happiness, well being or prosperity. The Royal Commission on Labor in India (1931) rightly points out that the term welfare as applied to the industrial workers is “one which must necessarily be elastic, bearing a somewhat different interpretation in one country from another, according to the different social customs, the degree of industrialization and the educational development of the worker”. The Encyclopedia of Social Sciences defines labor welfare as “the voluntary efforts of the employers to establish within the existing industrial systems working and sometimes living and cultural conditions of employees beyond that which is required by law, the custom of the industry and the conditions of the market”.5 Anything done for the comfort and improvement, intellectual and social, of the employees over and above the wages paid, which is not a necessity of the industry. Labor welfare is “such services, facilities and amenities, which maybe established in, or in the vicinity of undertakings to enable persons employed therein to perform their work in healthy and congenialsurroundings and to provide them with amenities conducive to good healthand good morale. The Labor Investigation Committee defines labourwelfare work as “anything done for intellectual, physical, moral andeconomic betterment of the workers, whether by employers, by governmentor by other agencies, or over and above what is normally expected on thepart of the contractual benefits for which workers may have bargained”.According to the Report of the Committee of Labor Welfare setupby the Government of India in 1969, labor welfare refers to “the measures,which promote the physical, psychological and general well being of theworking population”. Mahatma Gandhi in his general programme for theupliftment of the toiling masses of the country made a considerable impactupon the concept of labor welfare in India. He said, “I don’t want anythingmore for workers and peasants than enough to eat, house, clothe themselvesand live in ordinary comfort as self-respecting human beings”.It is evident from the above definitions that none is complete orcomprehensive; there is no precise, definitive outline or demarcation in thissubject. More often, they give rise to ambiguity and overlap in certain areasof action. However, what is definite is that labor welfare promotes thewell-being of workers in a variety of ways. Any kind of voluntary servicewill come under the purview of labor welfare if it aims at helping theworker to work better and in more congenial surroundings, and also to livebetter in a more meaningful manner, physically, socially, morally,economically and intellectually.

1.5. Theories of Labor Welfare A theory includes a statement or formulation of principles,assumptions and presumptions about a particularsubject. The theoriesconstituting the conceptual framework of labor welfare have outlinedbelow. 1.5.1. The Police Theory This is based on the contention that a minimum standard of welfareis necessary for labourers. The assumption is that without policing, i.e.without compulsion, employers do not provide even the minimum welfarefacilities for workers. In fact, this theory assumes that man is selfish and sois the employer, he is self-centered, and always tries to achieve his ownends, even at the cost of welfare of the workers. If wealth or authority orboth help him to be in

an advantageous position, the employer uses it for hisown advantage, exploiting those who are unequal in bargain. According tothis theory, the employer and managers of industrial undertakings get manyopportunities for the exploitation of workers who must be on road tocontract to state. The welfare state has, therefore, to step in to prevent thiskind of exploitation and force industrialists to offer minimum standards ofwelfare to their workers. Such interference is in the interests of the progressand welfare of the state as well. Laws are enacted to compel managementsto provide minimum wages, congenial working conditions, reasonablehours of work, social security, and also to provide for policing so that thelaws are not observed in breach only. 3.4.2. The Religious Theory. This is based on the concept that man is essentially “a religious animal”. Even today, many acts of man are related to religious sentiments and beliefs. These religious feelings sometimes prompt an employer to take up welfareactivities in the expectation of future benefit, either in this life or in eternal life. The religious basis of welfare, however, cannot be rational. It is neither universal nor continuous. 3.4.3. Philanthropic Theory.

This theory is based on man’s love for mankind. “ In Greek, Philos means loving and anthropes means man.” So instinctive urge by which he strives to remove the suffering of others and promote their well-being. This drive may be a rather powerful one and may impel him to perform noble sacrifices. This theory thus depends largely on man’s love or other, and therefore cannot be universal or continuous. 3.4.4. Trusteeship Theory.

This is also called the paternalistic Theory of Labor Welfare, according to which “the industrialist or employer holds the total industrial estate, properties, and profits accruing from them in trust”. In other words, he uses it for himself, for the benefit of his workers, and also for society. Here, too, labor welfare depends on the initiative of the top management, since it has no legal sanction, its value is related to the moral conscience of the industrialist. 3.4.5. The Placating Theory.

This theory is based on the fact that labor groups are becoming demanding and militant, and are more conscious of their rights and privileges than ever before. Their demand for higher wages and better standards cannot be ignored. Psychologically, this theory is unsound, though it has often been acted upon to secure the workers’ co-operation. 3.4.6. Public Relations Theory.

This theory provides the basis for an atmosphere of goodwill between labor and management and also between management and the public. Labourwelfare programmes, under this theory, work as a sort of an advertisement and help an industrialist to build up good and healthy public relations. Here welfare may tend to become a publicity stunt. Nevertheless, these programmes do improve industrial relations. 3.4.7. The Functional Theory.

This is also called the Efficiency Theory. Here welfare work is used as a means to secure, preserve and develop the efficiency and productivity of labor. It is obvious that if an employer takes good care of his workers, they will tend to become more efficient and will thereby step up production. This theory is a reflection of contemporary support for labor welfare. It can work well if both the parties have an identical aim in views that is, higher production through better welfare.

3.5. Principles of Labor Welfare. Labor welfare is dependent on certain basic principles, which must be kept in mind and properly followed

to achieve a successful implementation of welfare programmes. The Underlying rules of Labor welfare are explained under the following points

The labor welfare activities should pervade the entire hierarchy of an organisation. Management should be welfare-oriented at every level.

The employer should not bargain labor welfare as a substitute for wages or monetary incentives. In other words, the workers have a right to adequate wages in addition to welfare measures.

The employer should look after the welfare of his employees as a matter of social obligation. The Constitution of India, in its Directive Principles of State Policy, also emphasizes this aspect of labor welfare.

Labor Welfare must aim at helping employees to help themselves in the long run. This principle of self-help will enable them to become more responsible and more efficient.

There should be proper co-ordination, harmony and integration of all labor welfare services in an undertaking.

The labor welfare work of an organisation must be administratively viable and essentially development oriented.

The management should ensure co-operation and active participation of unions and workers in formulating and implementing labor welfare programmes.

There should be periodical assessment or evaluation of welfare measure and necessary timely improvements on

the basis of feedback.

3.6. Evolution of the Concept of Labor Welfare Labor welfare activity in India was largely influenced by humanitarian principles and legislation. During the

early period of industrial development, efforts towards workers’ welfare was made largely by social workers, philanthropists and other religious leaders, mostly on humanitarian grounds. Before the introduction of welfare and other legislation in India, the conditions of labor were miserable. Exploitation of child labor, long hours of work, bad sanitation, and absence of safety measures, were the regular features of factory life.

3.6.1. Before Independence. The earliest legislative approach could be traced back to the passing of the Apprentices Act of 1850. This

Act was enacted with the objective of helping poor and orphaned children to learn various trades and crafts. The next Act was the Fatal Accidents Act of 1853 which aimed at providing compensation to the families of workmen who lost their life as a result of “actionable wrong”. Then came the Merchants Shipping Act of 1859, which regulated the employment of seamen and proved for their health, accommodation, and necessary articles of personal use. The deplorable conditions in which labor worked in the textile mills in Bombay during those days, as testified by the Factory Commission of 1875 was the immediate cause for the passing of the Act. The Act applied tofactories employing not less than 100 persons and using power. Under this Act, the employment of children below the age of 7 years was prohibited, while those between 7 and 12 years were not to work for more than 9 hours a day. An hour’s daily rest and 4 holidays in a month were prescribed for children. Adult labor, however, was not protected in any manner. It was found inadequate in many respects. Anyhow; it recognized the right of the government to safeguard the interests of the workers by means of suitable legislation. The movement to improve the working conditions of Indian labor started with the passing of the first Indian Factories act in 1881. Earlier attempts at legislation in this country were mainly aimed at regulation of employment. The Mulock Commission was appointed by the Government of BombayMill Hands’ Association brought the workmen together on two different occasions in 1884 and presented on their behalf a charter of demands to the Commission. Under pressure from labor, the Bombay Mill Owners’ Association conceded the demand for a weekly holiday.

The Factories (Amendment) Act, 1891 was passed as a result of the recommendations of the Bombay Factory Commission of 1884 and the Factory Labor Commission of 1890. It applied to all factories employing 50 persons or more. The lower and upper age limits for children were raised to 9 and 14 respectively and their hours of work were limited to 7 hours. Women were followed to work for 11 hours in a day with one and a half hours’ rest. Provisions relating to better ventilation, cleanliness and for preventing overcrowding in factories were also made. In the meanwhile, voluntary action in the field of labor welfare also made considerable progress. Group efforts came to the forefront. The Amalgamated Society of Railway Servants of India and Burma (1897) started a number of friendly benefit schemes. The Printers Union , Calcutta (1905) and the Bombay Postal Union (1907), introduced mutual insurance schemes, night schools, educational stipends, unreal allowances, and so on. The Government of India appointed a Commission in 1907 to study the working conditions of labor in industry and make recommendations. A more comprehensive Act wasintroduced in 1911 on the basis of the recommendations of this Commission. The Indian Factories Act of 1911 was made applicable also to seasonal factories working for less than 4 months in a year. The hours of work for children were reduced to 6 per day. The hours of work of an adult male worker were specified for the first time to 12 hours a day. Certain provisions were also made for the health and safety of the industrial workers.

In 1910, the KamgarHitvardhak Sabha was established which helped the workers in various ways. The outbreak of the First World War in 1914 led to a number of new developments. The Russian Revolution had a tremendous impact on the attitudes of government and society towards labor. During the war years (1914-18) the number of factories and the number of persons employed therein increased. Wages did not keep pace with the rising prices and profits. The working class became more conscious as a result of the general unrest following the war. The establishment of the International LabourOrganisation in 1919 was another important landmark in the history of labor welfare movement in our country. The ILO declared that universal peace can be established only if it is based upon social justice. The formation of AITUC (1920), the first central trade union organisation in our country, also helped in furthering the cause of welfare movement.

As a result of all these developments, the importance of labor in economic and social reconstruction of the world was recognized. All these factors created the background for a new factory law. Following industrial unrest in 1919 and 1920, the Government of India passed the Indian Factories (Amendment) Act, 1922 which was made applicable to all the factories using power and employing not les than 20 persons. Children below 12 years of age

were not to work in factories and those between the years of 12 and 14 were not to work for more than 6 hours a day. Children and women were not to be employed between 7.00 pm and 5.30 a.m. The hours of work for adults were limited to 60 in a week, and 11 in a day. Factory inspection was improved by the appointment of full time factory inspectors possessing technical qualifications.

The Royal Commission on Labor under the chairmanship of J.H Whitley was appointed in 1929 to enquire into and report on the existing conditions of labor in industrial undertakings, plantations, mines, and so on. The Commission made an in-depth survey of different aspects of health, efficiency, welfare, standard of living, conditions of work and relations between employers and employees and submitted its monumental report on March 14, 1931. It recommended the enactment of a number of legislations relating to payment of wages in time, minimum wages, need for health insurance for industrial workers, and improvement of working conditions of plantation workers. Most of the recommendations of this Commission were accepted by the government and they constituted the powerful influence that led to the enactment of the Factories Act of 1934.

Apart from amending and consolidating all the previous enactments, the Factories Act , 1934 introduced a number of prominent changes. It drew a distinction between perennial and seasonal factories. The hours of work for children between 12 and 15 were reduced from 6 to 5 per day, while those for women from 11 to 10 in all kinds of factories. The Act also made provision for the improvement of working conditions within a factory. For the first time in factories’ legislation, welfares measures were also thought of and provision was made to provide rest sheds and crèches by big factories.

A number of committees also were set up by the provincial governments to enquire into the working conditions of labor including the provisions of housing facilities. Some of these committees were: Bombay Textile Labor Enquiry Committee (1937), the Kanpur Labor Enquiry Committee (1937), the Central Provinces Textile Labor Enquiry Committee (1938) and the Bihar Labor Enquiry Committee (1938). These Committees conducted detailed investigations regarding housing facilities available in various industries and drew pointed attention of the government towards inadequate and unsatisfactory housing conditions of industrial workers.

Another milestone in the field of labor welfare was reached with the appointment of Labor Investigation Committee (Rege Committee) in 1944. The Committee was asked to investigate the problems relating to wages and earnings, employment, housing and social conditions of workers. The Committee went into details of the working conditions, including welfare measures available for workers employed in a large number of industries. The Committee covered different areas in labor welfare such as housing policy, rest and recreation, occupational diseases, relief in the case of old age and death, crèches, canteens, medical aid, washing and bathing facilities, educational facilities, and so on. For the first time in India, this Committee highlighted the importance of welfare measures for workers in improving their social and economic life. It also emphasized the need for strengthening the enforcement machinery for effective implementation of various laws. In May 1944, the grand Charter of Labor, popularly known as theDeclaration of Philadelphia’, was adopted by the member states of the ILO. Amongst its aims and objects, the Declaration said that labor is not a commodity and that it is entitled to a fair deal as an active participant in any programme of economic development or social reconstruction.

The Second World War brought about far-reaching consequences in all fields of activities. The need for sustained and increased production gave a fillip to Indian industry. The number of factories and factory employees increased enormously. The government took the initiative and actively promoted various welfare activities among the industrial employees. A number of legislations for the welfare of the working classes were also enacted.

3.6.2. After Independence. After independence, the labor welfare movement acquired new dimensions. It was realized that

labor welfare had a positive role to play in

increa

sing

productivity and reducing industrial

tensions.

The State began

to

realize

its

social responsibilities towards weaker

sections

of the society.

The emergence of different central trade union organisations like INTUC (1947), HMS (1948), UTUC (1949), BMS (1955),

CITU (1970), NLO (1969) gave a further fillip to the growth of labor welfare movement. Mainly on the basis of the recommendations of the Rege Committee, the Government of India enacted the

Factories Act, 1948. To draft this important piece of legislation, the services of Sir Wilfred Garrett were utilized. He drafted the legislation in detail using his wide experience of Factories’ Law. TheFactories Act of 1948 came into effect from 1st April, 1949. It is a comprehensive piece of legislation. The Act applies to all establishments employing 10 or more workers where power is used and 20 or more workers where power is not used and where a manufacturing processes being carried on. However, Section 85 of the Act empowers the state governments to

extend all or any provisions of the Act to any premise. It contains many important provision regarding health, safety, welfare, employment of young persons and children, hours of work for adults and children, holidays, and leave with wages. The responsibility of administration of the Act rests with the State Government who administers it through their own Factory Inspectorate. The compliance with the provisions of the Act wholly rests on the occupier of the factory, though certain obligations were also imposed on workers. The Directorate General of Factory Advice Service and Labor Institute coordinate the work of enforcement of the Factories Act throughout the country, frame Model Rules and suggest amendments to the Act and the Rules in consultation with the State Chief Inspectors of Factories. The Constitution of India framed a list of Fundamental Rights and Directive Principles of State Policy for the achievement of a social order based on Justice, Liberty, Equality and Fraternity. It is stated in the chapter embodying the Directive principles that “the State, shall strive to promote the welfare of the people by ensuring and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of national life”.

Necessity of Labor Welfare in India. Since a developing country like India is still going through the process of economic development, it is of

great consequence and somewhat easier for her to counteract effectively the harmful effects of the Industrial Revolution which have adversely affected the people all over the world. The need for labor welfare was strongly felt by the Committee of the Royal Commission on Labor as far back as in 19831, primarily because of a lack of commitment to industrial work among factory workers and also the harsh treatment they received from employers. This need was emphasized by the Constitution of India in the Chapter on the Directive principles of State Policy, particularly in the following Articles. Article 41:- The State shall within the limits of its economic capacity anddevelopment, make effective provision for securing the right to work, to education and to public assistance in cases of unemployment, old-age, sickness and disablement, and in other cases , of undeserved want. Article 42:- The State shall make provision of securing just and humaneconditions of work and for maternity relief. Article 43:- The state shall endeavor to secure, by suitable legislation or economicorganisation or in any other way, to all workers, agricultural industrial or otherwise, work, a living wage, conditions of work ensuring a decent standard of life and full employment of leisure and social and cultural opportunities, and in particular, the state shall endeavour to promote cottage industries on an individual or cooperative basis in rural areas.

The need for labor welfare in all sectors is clearly enunciated in the Directive Principles of State Policy. Industrial workers today constitute functionally a very significant and vulnerable element; they also contribute substantially to the nation’s economy. But if we make an overall survey of the living and working conditions of these industrial workers, the need for, and the necessity of welfare services have become necessary to “counteract the handicaps. to which the workers are employed, both in their work-life and folk-life, and to provide opportunities and facilities for a harmonious development to the workers’ personalities”19.

In their work-life, workers have to put in long hours of work in unhealthy surroundings. The drudgery of factory work continues to have an adverse effect on them even after they knock off for the day. They are also far from their village community. As most of them have migrated from rural areas, they are thrown into an uncongenial environment which is also strange to them. As a result they fall a prey to alcoholism, gambling and other vices, which demoralize them and sometimes completely ruin them. The high rate of labor absenteeism in Indian industries is indicative of the lack of commitment on the part of workers, for they want to escape from their environment whenever possible. This absenteeism can be reduced by the provision of good housing, family care, or canteens where healthy; balanced diet is made available in congenial surroundings.

Good educational and training facilities for workers are also very necessary in Indian industries because of the high rate of illiteracy and lack of proper educational background among them. These facilities would also help in decreasing the number of industrial accidents, increasing the worker’ efficiency and their sense of commitment, and made it possible for them not to be exploited by moneylenders. The close association between efficiency and welfare has been recognized and discussed at various conferences, such as the Indian labor Conference, and in the meetings of the National Productivity Council , Sports, entertainment and other recreational facilities help workers to develop their health and personality, and enable them to feel that the state and their employers are interested in their welfare. These also would help in reducing the effect of the drudgery of their work.

Family planning, child-welfare facilities and maternity care assist workers in a variety of ways. They reduce infant mortality, improve the health of the spouse and keep the family size to the required minimum. They also reduce theworker’s anxiety and absenteeism because of sickness in the family. These welfare programmes are indispensable in Indian conditions.

In these and many other ways labor welfare has an important, positive and dynamic part to play in the industrial economy, particularly in developing countries where, paradoxically, sub-standard socio-economic

conditions, exist despite the vast programmes of industrial development undertake in a planned way. The provision for suitable labor welfare facilities designed to meet the needs of migrant workers can help them settle down more easily in their new working and living environment. A proper organisation and administration of welfare facilities can play a vital role in promoting better working conditions and living standards for industrial workers and also increasing their productivity, especially in developing countries. It is obvious, however, that the scope of labor welfare would depend on the kind of labor problems in existence and on the types of welfare services which are needed in different situations.

Benefits of Welfare Activities. Promotion of sound industrial relation by creating a feeling among employees that they are in no way ignored by

the management, so as to increase their co-operation and reduce unrest and conflict whichultimately establish industrial harmony and peace.

Improvement in the workers capacity and efficiency thus leads to higher productivity and reduced wastage and inefficiency in their part.

Motivating employees to remain with the organisation as its dependable permanent workforce by reducing labor turnover and absenteeism with enhanced interest in the job.

Imbibing in the employees a sense of commitment and loyalty towards their enterprise Improvement in the employees health and morality by motivating them to be away from alcoholism, gambling,

prostitution, criminal activities in slums and so on. Improvement in the motivation and morale of workers which in turn create a sense of responsibility, self

confidence and self respect in them. Promotional and social advantage through higher industrial efficiency, harmony and industrial democracy with a

satisfied family life, higher standard of living and good status in the society.

3.12. Statutory Welfare Provisions in India. Employers in India are statutorily required to comply with the provisions of various welfare amenities

under different legislations. The Statutory Welfare Facilities provided under the Factories Act, 1948, Plantations Labor Act, 1951, Mines Act, 1952, Motor Transport Workers Act, 1961, and Contract Labor (Regulation and Abolition) Act, 1970, have been discussed in this chapter. 3.11.1. Washing Facilities.

It was the Royal Commission on Labor which noted that the provisions of suitable washing facilities for all employees though desirable were deficient in many factories. The worker who lives in a crowded area has inadequate facilities for washing, and bathing at home. Provisions of such facilities would add to hiscomfort, health and efficiency. Section 42 of the Factories Act lays down that every factory has to provide adequate and suitable washing facilities separately for the use of male and female workers. Section 18(c) of the Contract Labor (Regulation and Abolition) Act, provides that every contractor employing contract labor in connection with the work of an establishment has to provide and maintain washing facilities. Similarly Contract Labor Central Rules 1971 and the Maharashtra Contract Labor Rules, 1971, the contractor has to provide and maintain adequate and suitable washing facilities. 3.12.2. Facilities for Storing and Drying Clothing.

It is only the Factories Act which has incorporated such provision. Under Section 43 of the Act a state Government may make rules for the provision of suitable places for keeping clothing not worn during working hours and for the drying of wet clothing. As per the Maharashtra Factories Rules, 1963, such facilities shall include the provisions of separate rooms, pegs, lockers, or other arrangements approved by the Chief Inspector in all classes of factories such as engineering workshops, iron and steel works, oil mills, chemical factories, motor garages, tanneries, and the like. 3.12.3. Facilities for sitting.

Every factory has to provide necessary sitting arrangements, particularly for workers who are obliged to work in a standing position. It enables them to take advantage of any opportunity for rest which may occur in the course of their work. The chief Inspector of Factories may direct the occupier of any factory to provide suitable seating arrangements as far as practicable. 3.12.4. First Aid Appliances.

The Royal Commission on Labor recommended that, in the case of all factories where mechanical power is used, a first-aid-box of prescribed standard, which need not involve any great outlay, should be provided and maintained indifferent departments according to the number of workers employed, on the basis to be laid down by the local governments. Section 21 of the Mines Act provides for first-aid boxes and medical appliances on the same lines as that of the Factories Act. Section 12 of the Motor Transport Workers Act has laid down a statutory

obligation on the employer to provide first-aid boxes equipped with the prescribed contents in every transport vehicle, under the charge of the driver or the conductor. Under Section 19 of the Contract Labor (Regulation and Abolition) Act, the contractor is required to provide and maintain a first-aid box equipped with the prescribed contents at every place where contract labor is employed so as to be readily accessible during all working hours.

3.12.5 Shelters , Rest Rooms and Lunch Rooms.

Every factory employing more than 75 workers must provide adequate and suitable shelters or rest rooms and a lunch room, with provision for drinking water, where workers can eat meals brought by them. According to Section 9 of the Motor Transport Workers Act, the employer is required to provide rest rooms or any other suitable alternative accommodation at places where motor transport workers employed in a motor transport undertaking are required to halt at night. Section 17 of the Contract Labor (Regulation and Abolition)Act also made it obligatory on the part of the contractor to provide for rest rooms or such other alternative accommodation where contract labor is required to halt at night, in connection with the work of an establishment. The Mines Rules have laid down that in every mine where more than 50 persons are ordinarily employed, adequate and suitable shelters at or near loading wharves, open vast workings, workshops, and space are to be provided for taking food and rest. 3.12.6. Canteen.

According to Section 46 of the Factories Act, a state government may make rules for provision of canteen by the occupier in any specified factory where in more than 75 workers are ordinarily employed. The Royal Commission on Labor and Labor Investigation Committee have laid considerable emphasis onthe provision of canteen at the work place. The ILO recommendation No. 102 adopted in 1956 in its 39th session gave further direction to the establishment and improvement in the existing canteens in factory establishments in the various countries. 3.12.7. Creche.

The need for setting up creches in industrial establishments was stressed by the Royal Commission on Labor in its report way in 1931. The crèche facilities in different countries are provided either under law or by public authorities or by local bodies as a part of the community facilities. Section 48 of the Factories Act provides for the setting up of creches in every factory wherein more than 30 women workers are ordinarily employed for the use of children under the age of 6 years of such women. 3.12.8. Occupational Health Services.

These are essentially preventive, very common in the industrially advanced countries of the West, and are gaining in importance and recognition in large sized undertakings in our country. One of the main functions of these health services is to protect workers against the health hazards arising out of the nature of their work or the work environment. The service includes carrying out periodical medical checks of certain outbreak of serious health complaints. Section 87 of the Factories Act refers to dangerous occupations and states that the State Government is empowered to make rules for any factory or class of factories in which any operation exposes persons to a serious risk of bodily injury, poisoning or disease. 3.12.9. Welfare Officer.

The Factories Act, 1948 provides for the statutory appointment of a welfare officer in a factory, Section 49(1) and (2) of Factories Act, lays down that:-

In every factory wherein hundred or more workers are ordinarily employed the occupier shall employ in the factory such number of welfare officers as may be prescribed.

The State Government may prescribe the duties, qualifications and conditions of service of officers employed under sub-section (i)

accordingly those persons who have obtained a post-graduate degree or diploma in social science which is recognized by the State Government are eligible for appointment as welfare officers. Duties of welfare officers under the Factories Act of 1948.

Supervision of safety, health and welfare programmes, including housing, recreation, sanitation services, as provided under the law or otherwise; working of joint committees; grant of leave with wages as provided; and redressal of workers grievances.

Counselling workers in personal and family problems; helping them to adjust to their environment; and to understand their rights and privileges.

Advise management on formulating labor and welfare policies, apprenticeship training programme, meeting statutory obligations to workers; etc.

Liaison with workers so that they may understand the various limitations under which they work; appreciate the need for harmonious industrial

relations in the plant; welfare officers should interpret company policies to workers; and persuade workers to come to a settlement when disputes arise.

Liaison with management so that the latter may appreciate the workers viewpoint on various matters connected with the plant; welfare officer should intervene on behalf of workers in matters under the consideration of the management;

Liaison with workers and management for harmonious industrial relations in the plant; for prompt redress of grievances and quick settlement of disputes; and for improving the productive efficiency of the enterprise.

Liaison with outside agencies such as factory inspectors, medical officers, and other inspectors with a view to securing a proper enforcement of the various Acts as applicable to the plant.

3.13. Act-Wise Outline of Welfare Facilities.

A brief outline of various welfare facilities provided under different labourenactments is given below; 3.13.1. The factories Act, 1948

a) Washing facilities (S.42) b) Facilities for storing and dry clothing (S.43) c) Sitting facilities for occasional rest for workers who are obliged to work standing (S.44) d) First-aid boxes or cupboards-one for every 150 workers and ambulance facilities if there are more than 500 workers

(S. 45) e) Canteens, if employing more than 250 workers (S.46) f) Shelters, rest rooms and lunch rooms, if employing over 150 workers (S. 47) g) Creche, if employing more than 30 women ( S. 48) h) Welfare Officer, if employing 100 or more workers (S. 49)

3.13.2. The Mines Act, 1952 and the Mines Rules. a) Maintenance of crèches, where 50 women workers are employed b) Provision of shelters for taking food and rest if 150 or more person are employed. c) Provisions of shelters for taking food and rest, if 150 or more persons are employed. d) Provision of a canteen, in mines employing 250 or more workers e) Maintenance of first-aid-boxes and first aid rooms in mines employing more than 150 workers. f) Appointment of Welfare Officer in mines employing more than 500 or more persons to look after the matters

relating to the welfare of the workers. 3.13.3. Plantations Labor Act, 1951.

The following welfare measures are to be provided to the plantationworkers; a) Canteens in plantations employing 150 or more workers (S.11) b) Creches in plantations employing 50 or more women workers (S.12) c) Recreational facilities for the workers and their children (S.13)

d) Educational facilities in the estate for the children of workers, where there are 25 workers children between the age of 6 and 12 (S.14)

e) Housing facilities for every worker and his family residing in the plantation. The standard and specification of the accommodation, procedure for allotment and rent chargeable from workers, are to be prescribed in the Rules by the sate governments (S.15 and 16)

f) The state government may make rules requiring every plantation employer to provide the workers with such number and type of umbrellas, blanket, raincoats or other like amenities for the protection of workers from rain or cold as may be prescribed ( S.17)

g) Appointment of a Welfare Officer in plantations employing 300 or more workers (S.18) 3.13.4. The Motor Transport Workers Act, 1961

The Motor Transport Undertakings are required to provide cerain welfareand health measures as given below; a) Canteens of prescribed standard, if employing 100 or more workers (S.8) b) Clean, ventilated, well-lighted and comfortable rest rooms at every place wherein motor transport workers are

required to halt at night ( S.9) c) Uniforms, raincoats to drivers, conductors and line checking staff for protection against rain and cold. A prescribed

amount of washing allowance is to be given to the above-mentioned categories of staff ( S.10) d) Medical facilities are to be provided to the motor transport workers at the operating centres and at halting stations

as may be prescribed by the state governments ( S.11) e) First-aid facilities equipped with the prescribed contents are to be provided in every transport vehicle (S.12)

3.13.5. The Contact labor (Regulation and Abolition) Act, 1970

The following welfare and health measures are to be provided to thecontract workers bythe contractor; a) A canteen in every establishment employing 100 or more workers ( S. 16) b) Rest rooms or other suitable alternative accommodation where the contract labor is required to halt at night in

connection with the work of an establishment ( S.17) c) Provision for sufficient supply of wholesome drinking water, sufficientnumber of latrines and urinals of prescribed

types and washing facilities( S.18) d) Provision for first-aid-box equipped with the prescribed contents (S.19)

3.13.6. The Merchant Shipping Act, 1958) Provisions in the Act relating to health and welfare cover.

a) Crew accommodation. b) Supply of sufficient drinking water. c) Supply of necessities like beddings, towels, mess utensils. d) Supply of medicines, medical stores, and provisions of surgical and medical advice. e) Maintenance of proper weights and measures on board, and grant of relief to distressed seamen aboard a ship. f) Every foreign-going ship carrying more than the prescribed number of persons, including the crew is required to

have on board a qualified medical officer. g) Appointment of Seamen’s Welfare Officer at such ports in or outside India as the government may consider

necessary. h) Establishment of hostels, clubs, canteens, and libraries. i) Provision of medical treatment and hospitals. and j) Provision of educational facilities

3.13.7. Dock Workers (Safety, Health and Welfare) Scheme, 1961

A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been framed for all major ports and is administered by the Chief Advisor, Factories (Factory Advice Service and Labor Institutes). It is framed under the Dock Workers (Regulation of Employment ) Act, 1948. Amenities provided in the port premises include provision of

a) Urinals and Latrines b) Drinking water c) Washing Facilities d) Bathing facilities e) Canteens f) Rest Shelters g) Call Stands h) First Aid Arrangements

3.13.8. Other welfare measures provided are a) Housing b) Schools

c) Educational facilities d) Grant of scholarships e) Libraries f) Sports and recreation

g) Fair price shops h) Co-operative Societies

3.13.9. Inter State Migrant Workmen (Regulation of Employment and Conditions of Service) Act. 1979

Section 16 of the Act stipulates that every contractor employing inter-state migrant worker men in connection with the work of an establishment to which this Act applied will have to provide the following facilities.

a) To ensure regular payment of wage to such workmen (at least minimum wage have to be paid as fixed under the Minimum Wages Act, 1948)

b) To ensure equal pay for equal work irrespective of sex c) To ensure suitable conditions of work to such workmen having regard to the fact that they are required to work in a

State different from their own State d) To provide and maintain suitable residential accommodation to such workers working during the period of their

employment e) To provide the prescribed medical facilities to the workmen, free of charge f) To provide such protective clothing to the workmen as may be prescribed and

g) In case of fatal accident or serious bodily injury to any such workman, to report to the specified authorities of both the States and also the next of kin of the workman. 3.14. Voluntary Welfare Measures in India.

There are certain employers especially in the organized sector of industry, who have promised a wide variety of welfare amenities and services to their employees. A brief account of such welfare measures given below; 3.14.1 Educational Facilities.

The pace of economic and social progress of a particular country largely depends upon the quality of its work force. Education plays a very important role in motivating and enabling the working population for their mental and physicaldevelopment. Improvement in the quality of the industrial work force demands accelerated pace of economic development for which education of workers, their families and their children is very essential. 3.14.2. Medical Facilities.

Employers whether in private or in public sectors have been providing medical facilities for their workers and their families, even before the introduction of ESI Scheme. The workers in departmental undertakings are more or less governed by the medical rule applicable to government servants, or such other facilities, both indoor and outdoor. In the case of public sector undertakings, it has been a matter of rule that the provisions of adequate indoor and outdoor medical facilities should form an integral part of the project plan itself. These undertakings have provide by and large, suitably equipped first-aid-centres, ambulance rooms and even regular hospitals either in the factory premises or inside the township. 3.14.3 Transport Facilities. The provision of transport facilities to industrial workers forms and integral part of the general transport facility and is, by and large, the responsibility of the public authorities like the local bodies, transport corporations, and state Governments. Hence many of the employers provide transport facilities voluntarily. 3.14.4. Recreational Facilities.

It has an important bearing on the individual’s personality as well as his capacity to contribute to social development. It affords the worker an opportunity to develop his sense of physical and mental discipline. e) Housing Facilities.

Some of the industrial employers both in public and private sectors have provided housing facilities to their employees. The employees who are notprovided corporations quarters are paid house rent allowance at some of the places. The community centres that have developed around the public sector townships are the focus of recreational, cultural, sports, literary and many other activities. 3.14.5. Consumer Co-Operative Societies.

The institution of co-operative stores/fair price ships has a definite role to play in providing workers with essential items of need. The objectives of the consumer’s co-operative stores are;

To provide to the members’ good quality food grains, cloth and all necessary articles of daily consumption To keep the prices at a fair and reasonable level, lower than the market rate. To protect the consumers from the vagaries of market and middlemen and from rising prices and adulteration of

food products To protect factory workers from the clutches of the money lenders and to inculcate in them the habit of thrift and

saving To develop habits of mutual aid, intimate knowledge and honesty in dealing To inculcate and pursue group interest jointly rather than individual self-interest To strengthen the public distribution system to ensure availability of scarce-commodities and help to bring down

their prices in the open market. Apart from the economic benefits, the consumer co-operatives have some important social benefits which

have morel and social effects on the members.

3.14.6. Counselling Services By means of this service, workers are able to receive advice and counsel on some of the personnel and

sometimes also on personal problems, inside and outside their place of work. Many a time, a trained social worker is appointed for this purpose in large industrial undertakings. In small concerns welfare officers or labor officers attached to an undertaking are also known to perform this function.

3.15. Agencies of Labor Welfare in India. The importance of labor welfare activities in India has been recognized very recently by the employers, by

the Government and by other agencies. The main agencies engaged in labor welfare, in India includes:- 3.15.1. Central Government.

Till the Second World War, the Government of India did very little in the field of labor welfare. It was during

the Second World War that the Government of India, for the first time, launched schemes for labor welfare in their ordinance, ammunition and other war industries to increase the productivity of the workers and to keep up their morale. With the achievement of independence and emergence of India as a Republic, wedded to the idea of a welfare state and to a socialistic pattern of society, efforts in this direction were intensified. Since then, various legislations were passed for the welfare of different types of workers. The important Acts which incorporate measures for the welfare of the workers are, Factories Act, Indian Mines Act, Employment of Children Act, Maternity Benefits Act, PlantationLabour Act. Under these Acts, employers have to provide certain basic welfare facilities to the workers. 3.15.2. State Governments.

Various State Governments and Union Territories provide welfare facilities to workers. The implementation of many provisions of various labourlaws also rests with the state governments. The state governments run health and family planning centres, centers for education, vocational guidance, recreation and training of workers and other welfare centers. The state governments also keep a vigil on the employers that they are operating the welfare schemes made obligatory by the central or state government. The state governments have also been empowered to prescribe rules for the welfare of workers and appoint appropriate authorities for the enforcement of welfare provisions under various Acts. 3.15.3. Employers.

At present, the welfare activities are being brought more and more under the legislation rather than being left to the good sense of the employers. The government has made certain facilities obligatory on the part of employers. Most of the employers consider the expenditure on labor welfare activities as waste of money rather than an investment. Even then, some enlightened employers, on their own initiative have been doing a bit in the direction of welfare. They have provided medical facilities, hospital and dispensary facilities, canteens, fair price shops, recreation clubs etc. These facilities are apart from their liability under various central or state legislations. 3.15.4. Trade Unions.

In India, trade unions have done very little for the welfare of workers. They have not taken much interest in welfare work because of lack of proper leadership and trends. However, a few sound and strong unions have been the pioneers in this respect. They are Ahmedabad Textile Labor Association and the Mazdoor Sabha, Kanpur. 3.15.5. Other Agencies.

Apart from the agencies closely associated with the industries (Government, Employees and Trade Unions) several other agencies have alsodone some work in the field of labor welfare. Philanthropic charitable and social service organisations like Bombay Social Service League, SevaSadan Society, the Depressed Classes Mission Society, the Y.M.C.A etc provide facilities for the welfare of the working class on a voluntary basis. 3.16. Conclusion.

Labor welfare has become essential because of the very nature of the industrial system. The approach to this problem or movement differs from country to country, according to the degree of development in a particular country. However, the need for labor welfare in some way or the other is realized all over the world because of the socio-economic conditions and problems which the industrial society has thrown up.

The aims and objectives of labor welfare have progressively changed during, the last few decades. From the primitive policing and placating philosophy of labor welfare, it gradually moved to the era of paternalism with philanthropic objectives. Even today there is evidence of humanitarian outlook of some of the employers in many employee-welfare programmes. The recent thinking in labor welfare however is more oriented towards increasing productivity and efficiency of the work people. An outstanding trend today is that it has become a comprehensive concept concerned with the development of the total human personality embracing physical, mental, social psychological and spiritual aspects of the employees well being.

Be that as it may be, well-organisedlabour welfare efforts can and do solve some of the labor problems that have resulted from industrialisation. There may be divergent views about the implementation of labor welfare programmes, about who should undertake responsibility for them and who should bear the cost. But what is invariably called of is sincerity of purpose. However there has been a growing appreciation and acceptance of “utility of welfare work” on the part of employers. As long as this appreciation exists, charity, as one of the motives, cannot undermine the purpose of labor welfare. In this context, the question ofbenevolence does not arise at all. An industry is certainly not a place where workers and employers try to get the maximum from each other. Both labor and management can do a lot more if and when they work together as partners in an enterprise, and if they have sympathy with, and understanding of each others problems. This is the basic problem in labor welfare, and it has been solved, at least to some extent, over the years. It is sincerely hoped that the welfare concept will help the industrial community better, in future, to maintain harmonious industrial relations and lasting industrial peace, to tackle effectively the resultant problems of social transition, and to strive for and attain human welfare.

The government is now playing a triple role-that of a legislator, administrator and promoter. In spite of all

these efforts, the welfare work in India is still considerably below the standard set up in other countries. However, it has come to stay as an accepted feature of employment conditions and is bound to make rapid progress in the years to come, especially when the Indian Republic is wedded to the ideal of a Welfare State with socialistic objectives.