INTRODUCTION

DEFINITION OF FIELD WORK Field work in social work education means any kind of practical experience in a social organisation or agency, this experience has been deliberately arranged for the education of the students who are undertaking the courses partly or wholly designed for those who intend to become social workers.

OBJECTIVES OF FIELD WORK

To develop professional skills through practical learning apply acquired knowledge for the study of relevant facts, analysis of the problem and selection of appropriate means of solutions towards the problems. To develop the skills for solving the problems in work at the micro level(individual), family, groups and communities and the change at micro level in social situations and processes. To provide concurrent opportunity for the integration of classroom learning, in field practices and vice versa. To develop the skills required for professional practices at a particular level of training. To objectively develop professional attitudes involving impartiality and non-judgemental attitudes. To develop professional values and commitments, such as respects for human dignity and width, to the right of participation and selfdetermination compatible with a better society

To develop an awareness of self and ones professional ideas.

FIELDWORK TRAINING
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Field work Training makes the student employable and confident to face the interviews and challenges in professional practices.
CONCEPT OF FIELD WORK.

Field work is a social work education refers to training and education. The training is repetitive and skill oriented and education is imparted with broad perspective. It consists of accumulating knowledge from different situations. It is a dynamic process of development of intellectual and emotional process and attitudes. Field work programme provides an opportunity to students to apply their theoretical knowledge taught in the classroom appropriately in different practical situations. Similarly, it serves as a social laboratory, where in a student test his theoretical knowledge in practical situations and develops the skills for social living; it is a way to transform knowledge through certain skills and techniques into action. observing, implementing and creating and innovative ideas. More over, it fosters the

ORGANISATION PROFILE
ABOUT THE ORGANISATION Augustan Textile Colours is one of the modern Knitwear processing houses in the country.With 30 tons per day process capacity, it's very versatile - incorporating complete computerized knitwear process facilities of global standards. The plant has the best human talent who are well trained and experienced to ensure consistent and high level of quality using the best technology.

MISSION Integrity Satisfaction Competitiveness Reliability Value FACILITIES Augustan Textile Colours (ATC) offers a wide range of process facilities all under one roof. The machineries are from renowned finishing technologists and manufacturers in the world.

AUGUSTAN GROUP OF COMPANIES Augustan Knitting, Tirupur, India

Augustan Knitwear (P) Limited, Coimbatore, INDIA Augustan Textile Colors Limited, Palakkad, INDIA Augustan Corporation - Sales, Marketing, Warehousing, Illinois, USA MAN POWER STRENGTH OF AUGUSTAN TEXTILES There were 450 employees working in this industry. Out of them 82 were permanent workers; staffs-88;Casual workers-16;Ladies-54; Trainees-19; Apprentice-7; Other contractors-50

DEPARTMENTS OF AUGUSTAN TEXTILE

Grey store and Despatch

Fabric Dyeing Finishing

Quality control

Laboratory Printing

Maintenance and Mechanical

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LEARNINGS OF TRAINEE SHIFT SYSTEM. It is an employment practice to make use of all 24 hours in a
week. Augustan textile has three shift system for the employees.

1st shift from 6.00AM to 2.00 PM 2nd shift from 2.00 PM to 10.00 PM 3rd shift from 10.00 PM to 6.00 AM

There were no night shift for the ladies in this industry.

HOLIDAYS & LEAVES. Annually the workers have 3 national holiday and 10 festival
holiday, totally 13 holidays with wages. These holidays were scheduled during the first month with the guidance of District Labour Officer, and consult with the trade union leaders. Leaves were allotted for the employees according to the total number of working days.Here in Augustan Textiles, there are 240 working days in a year, for working 20days one leave can be taken, i.e for 240 days=12 Leaves can be taken with wages.

WELFARE MEASURES In Augustan Textiles, they provide welfare facilities for the
employees such as:

Canteen facilities-employees had concession in the cost of food

Washing facilities Rest rooms Facilties for sitting Facilities for storing and drying cloths First aid appliances

SAFETY MEASURES Augustan textile provide safety measures for the employees in the
following ways: Fencing of machinery Precautions against dangerous fumes Protection of eyes Explosives of inflammable gas

Maintenance of buildings

HEALTH MEASURES Ventilation & Temperature

Disposal of wastes Cleanliness Dust and fumes Overcrowding Lightening Drinking water Latrines and urinals Spittoons

TRADE UNIONS Trade unions are formed to protect and promote the interests of their
members. Their primary function is to protect the interests of workers against discrimination and unfair labour practices. Augustan Textile had 3 trade unions, they are CITU-Centre of Indian Trade Unions BMS-Bharatiya Mazdoor Sangh
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INTUC-Indian National Trade Union Congress

REASON FOR JOINING TRADE UNIONS

GREATER BARGAINING POWER

If an employer is not satisfied with the wage and other conditions of employment, he cannot leave the job. The better course for him is to join a union that can take concerted action against the employer. The threat or actuality of a strike by a union is a powerful tool that often causes the employer to accept the demands of the workers for better conditions of employment.
MINIMIZE DISCRIMINATION

The decisions regarding pay, work, transfer, promotion, etc. are highly subjective. The personal relationships existing between the supervisor and each of his subordinates may influence the management. A trade union can compel the management to formulate personnel policies that press for equality of treatment to the workers.
SENSE OF SECURITY

The employees may join the unions because of their belief that it is an effective way to secure adequate protection from various types of hazards and income insecurity such as accident, injury, illness, unemployment, etc. The trade union secure retirement benefits of the workers and compel the management to invest in welfare services for the benefit of the workers.
SENSE OF BELONGINGNESS

Many employees join a union because their co-workers are the

members of the union. At times, an employee joins a union under group pressure; if he does not, he often has a very difficult time at work. On the other hand, those who are members of a union feel that they gain respect in the eyes of their fellow workers. They can also discuss their problem with the trade union leaders.
FUNCTIONS OF TRADE UNION

To achieve higher wages and better working conditions To raise the status of workers as a part of industry To protect labors against victimization and injustice To take up welfare measures for improving the morale of workers To generate self confidence among workers To encourage sincerity and discipline among workers To provide opportunities for promotion and growth To protect women workers against discrimination

PROVIDENT FUND [PF] Provident fund is a plan, fund or scheme which provides
retirement income. In Augustan Textile, they deduct 12% from employees salary and employer contribute 13.61% for Provident Fund.

BENEFITS UNDER PROVIDENT FUND SCHEME

PROVIDENT FUND BENEFITS

Member can withdraw from this accumulations to cater to financial exigencies in life - No need to refund.

 On resignation, the member can settle the account

PENSION BENEFITS

Pension to Member Pension to Family (on death of member) This Certificate shows the service & family details of a member This is issued if the member has not attained the age of 58 while leaving an establishment and he applies for this certificate Member can surrender this certificate while joining another establishment and the service stated in the certificate is added with the service he is gaining from the new establishment.

Scheme Certificate

After attaining the age of 50 or above, the member can apply for Pension by surrendering this scheme certificate

WITHDRAWAL BENEFIT

If not eligible for pension, member may withdraw the amount accumulated in his pension account

The calculation of this amount is based only on (i) Last average salary and (ii) Service

DEATH BENEFIT

Provident Fund Amount to Family (or to Nominee) .

Pension to Family (or to Parent / Nominee) Capital Return of Pension

Insurance (EDLI) amount to Family

EMPLOYEES STATE INSURANCE (ESI)

Employees State Insurance Scheme of India is an integrated social security scheme tailored to provide social protection to workers and their dependants, in the organised sector, in contingencies, such as, sickness, maternity and death or disablement due to an employment injury or occupational hazard.
BENEFITS UNDER ESI SCHEME
MEDICAL BENEFIT

The Employees State Insurance Scheme provides full medical care in the form of medical attendance, treatment, drugs and injections, specialist consultation and hospitalization to insured persons and also to members of their families. For the families, the benefits were
FULL MEDICAL CARE

This consists of hospitalization facilities and includes specialist services, drugs and dressings and diets as required for in-patients.
EXPANDED MEDICAL CARE

This consists of consultation with the specialists and supply of special medicines and drugs as may be prescribed by them in addition to the outpatient care. This also includes facilities for special laboratory tests and XRay examinations.

Apart from the curative services provided through hospitals and dispensaries, the Corporation also provides the following facilities including family welfare services.

IMMUNIZATION

The Corporation has embarked upon a massive programme of immunization of young children of insured persons. Under this programme, preventive inoculation and vaccines are given against diseases like diphtheria, pertusis, polio, tetanus, measles, mumps, rubella, tuberculosis etc.
SUPPLY OF SPECIAL AIDS

Insured persons and members of their families are provided artificial limbs, hearing aids, and artificial appliances like spinal supports, cervical collars, walking calipers, crutches, wheel chairs and cardiac pace makers as a part of medical care under the Scheme.
SICKNESS BENEFIT

Sickness Benefit represents periodical cash payments made to an IP during the period of certified sickness occurring in a benefit period when IP requires medical treatment and attendance with abstention from work on medical grounds.
EXTENDED SICKNESS BENEFIT (ESB)

Insured Persons suffering from long term diseases were experiencing great hardship on expiry of 91 days Sickness benefit. A common list of these long term diseases for which ESB is payable, they are

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I Infectious Diseases-Tuberculosis, Leprosy, Chronic Empyema ,AIDS II Neoplasms-Malignant Diseases III Endocrine, Nutritional and Metabolic Disorders-Diabetes Mellitus IV Disorders of Nervous System-Monoplegia,Hemiplegia, Paraplegia, Hemiparesis, Intracranial Space Occupying Lesion, Spinal Cord, Compression, Parkinsons disease. V Disease of Eye-Immature Cataract with vision 6/60 or less, Detachment of Retina, Glaucoma VI Diseases of Cardiovascular System--Coronary Artery Disease, Congestive Heart Failure- Left , Right, Cardiac Valvular Diseases with failure/complications, Cardiomyopathies, Heart disease with surgical intervention alongwith complications VII Chest Diseases- Bronchiectasis, Interstitial Lung Disease, Chronic Obstructive Lung Diseases (COPD) with congestive heart failure. VIII Diseases of the Digestive System-Cirrhosis of liver with ascities/chronic active hepatitis IX Orthopaedic Diseases-Dislocation of vertebra/prolapse of intervertebral disc, Non union or delayed union of fracture, Post Traumatic Surgical amputation of lower extremity, Compound fracture with chronic osteomyelitis.
ENHANCED SICKNESS BENEFIT (ESB)

Insured Persons eligible to ordinary sickness benefit are paid enhanced sickness benefit at double the rate of sickness benefit. Duration of enhanced Sickness Benefits is upto 7 days.
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MATERNITY BENEFIT

Maternity Benefit is payable to an Insured Woman in the following cases subject to contributory conditions, Confinement-payable for a period of 12 weeks (84 days).
DISABLEMENT BENEFIT

Temporary Disablement Benefits(TDB) Temporary Disablement Benefit is payable to an employee who

suffers employment injury (EI) or Occupational Disease and is certified to be temporarily incapable to work.

Permanent Disablement Benefit (PDB) Permanent Disablement Benefit is payable to an IP who suffers

permanent residual disablement as a result of EI (including Occupational Diseases) and results in loss of earning capacity.

Dependants Benefit (DB) The dependants benefit is payable to the dependants as per Section

52 of the Act read with provision of 6(A) of Section 2 in cases where an insured person dies as result of Employment Insurance. The age of dependants, has to be determined either by production of documentary evidence or Age certified by Medical Officer In charge of Government Hospital or Dispensary.

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 Funeral Expenses Funeral expenses not exceeding Rs. 2500/- is payable towards expenditure on the funeral of a deceased insured person.

CLASSIFICATION OF WORKMEN IN INDUSTRY

Workmen can be classified as Permanent Trainees Casual Apprentice
PERMANENT

Permanent workman is a workman who has been engaged for unlimited period in a permanent post. In Augustan Textiles there were 82 permanent workers.
TRAINEES

Trainee is a workmen who is employed to fill a permanent vacancy. In Augustan Textiles there were 19 trainees.
CASUAL WORKERS

Casual workers are those whose has been engaged for work which is of an essentially casual nature. In Augustan Textiles there were 16 casual workers.
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APPRENTICE

An apprentice is a learner who is either paid an allowance or not paid during the period of his training. In Augustan Textiles there were 7 apprentices.

STANDING ORDERS Standing order means rules relating to matters set out in the
schedule to industrial employment.

CONTENT OF STANDING ORDERS

Hours of work, holidays, pay-days and wage rates. Shift working.

Attendance and late coming. Conditions of, procedure in applying for, and the authority which may grant leave and holidays.

Requirement to enter premises by certain gates, an liability to search. Closing and reporting of sections of the industrial establishment, temporary stoppages of work and the rights and liabilities of he employer and workmen.

Termination of employment, and the notice thereof to be given by employer and workmen. Suspension or dismissal for misconduct, and acts or omissions which constitute misconduct.

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Means of redress for workmen against unfair treatment or wrongful exactions by the employer.

STRIKES
A strike is a very powerful weapon used by trade unions and other labour associations to get their demands accepted. It generally involves quitting of work by a group of workers for the purpose of bringing the pressure on their employer so that their demands get accepted.
CAUSES OF STRIKES

Strikes can occur because of the following reasons:

Dissatisfaction with company policy Salary and incentive problems Increment not up to the mark Wrongful discharge or dismissal of workmen Withdrawal of any concession or privilege Hours of work and rest intervals Leaves with wages and holidays Bonus, profit sharing, Provident fund and gratuity Retrenchment of workmen and closure of establishment Dispute connected with minimum wages

TYPES OF STRIKES

Economic Strike Under this type of strike, labours stop their work to enforce their

economic demands such as wages and bonus.

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Sympathetic Strike When workers of one unit go on strike in sympathy with workers

of another unit who are already on strike, it is called a sympathetic strike. The members of other unions involve themselves in a strike to support or express their sympathy with the members of unions who are on strike in other undertakings. General Strike It means a strike by members of all or most of the unions in a region or an industry. E.g.,strike for increasing petrol price. Sit down Strike In this case, workers do not absent themselves from their place of work when they are on strike. They keep control over production facilities. But do not work. Such a strike is also known as 'pen down' or 'tool down' strike. Slow Down Strike Employees remain on their jobs under this type of strike. They do not stop work, but restrict the rate of output in an organized manner.

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COLLECTIVE BARGAINING
Collective bargaining is process of joint decision making and basically represents a democratic way of life in industry for the purpose of establishing mutually agreeable conditions of employment.

PROCESS OF COLLECTIVE BARGAINING

Prepare: It involves composition of negotiation team Discuss: the parties decide the ground rules that will guide the negotiations Propose: This phase involves the initial opening statements and the possible options that exist to resolve them. Bargain: Negotiations are easy if a problem solving attitude is adopted and the drafting of agreements take place. Settlement: the parties are through with the bargaining process, a consensual agreement is reached upon, both the parties agree to a common decision regarding the problem.

IMPORTANCE OF COLLECTIVE BARGAINING

Collective Bargaining give importance to employees, employers and society:

IMPORTANCE TO EMPLOYEES

Collective bargaining develops a sense of self respect and responsibility among the employees.

It increases the strength of the workforce.

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 Collective bargaining increases the morale and productivity of employees.

Effective collective bargaining strengthens the trade unions movement.

The workers feel motivated as they can approach the management on various matters such as wages. It helps in securing a prompt and fair settlement of grievances.

IMPORTANCE TO EMPLOYERS

It becomes easier for the management to resolve issues at the bargaining level. Collective bargaining tends to promote a sense of job security among employees.

Collective bargaining opens up the channel of communication between the workers and the management and increases worker participation in decision making.

Collective bargaining helps in settling and preventing industrial disputes.

IMPORTANCE TO SOCIETY

Collective bargaining leads to industrial peace in the country

It results in establishment of a harmonious industrial climate. checked.

The discrimination and exploitation of workers is constantly being

It provides the regulation of the conditions of employment who are directly concerned about them.

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EMPLOYEES DISCIPLINE
Discipline is the key to success. Self discipline makes employee realize what is required at work. Discipline can be positively related to performance. To improve employees discipline in industry: Training of supervisors is necessary Centralization of discipline Impersonal discipline Information regarding penalities Actions relating to misconduct can be listed.

CODE OF DISCIPLINE IN INDUSTRY

There should be no strike or lockout without prior notice. No unilateral action should be taken in connection with any industrial matter.

No damage should be caused to a plant or property of the industry Acts of violations, intimidation should not be resorted

Actions that disturb cordial relationships should be avoided. Facilitate a free growth of trade unions Avoid work stoppage in industry Maintain peace and order in industry.

ABSENTEEISM IN INDUSTRY
Absenteeism is used to refer to unscheduled employee absences from the workplace.

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CAUSES OF ABSENTEEISM

Sickness Means of transport Hours of work Night shift Rural exodus Accident Social and religious functions Drinking and amusement Nature of work

METHODS TO REMEDY ABSENTEEISM

Improving the working condition in the factory Providing adequate wages Protection from accident and sickness

Providing facilities for obtaining leave for rest

Suitable housing facilities Creating a sense of responsibility in workers towards industry Workers participation in the management of industry Introducing incentive wage scheme and linking wages and bonus with production

Adequate transport facilities Affectionate and mild behaviour of the employer with the employees

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INDUSTRIAL ACCIDENTS
Industrial accident is an injury to the worker occurring and in the course of his work. It can also be defined as an accident or occupational accident is an event of accident that suddenly occurs when one or more employees placed in the plant.
CAUSES OF ACCIDENTS

Technical Causes Human Causes

TECHNICAL CAUSES

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MECHANICAL FACTORS

Unsafe mechanical design and construction Defective machineries Poor maintenance of machineries Improper material handling
ENVIRONMENTAL FACTORS

Too low and too high temperature that cause shivering and sweating Too high humidity that cause fatigue Defective illumation Poor house keeping Excess noise Over lighting

HUMAN CAUSES

PERSONAL FACTORS

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 Age Health Lack of knowledge and skill

Dull personality

Over confidence Carelessness Improper use of tools Mental worries

PREVENTION OF ACCIDENTS

Safe machines Safe working condition Use of safety equipments First aid safety programmes Training to use machineries

ROLE OF LABOUR WELFARE OFFICER

To establish contacts and to maintaining harmonious relations between the factory management and workers

To bring to the notice of factory management, the grievances of workers. To study and understand the point of view of labour in order to help the factory management to shape labour policies and to interpret these policies to the workers in language they can understand.

To advise on fulfilment by the management and the concerned departments of the factory regulation of working hours, compensation

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for injuries and sickness and other welfare and social benefit measures.

To advise and assist the management in the fulfilment of its obligations, statutory or concerning prevention of personal injuries and maintaining a safe work environment,

To encourage the function of works and joint production committees, co-operative societies, and welfare committees and to supervise their work

To encourage provision of amenities such as canteens, shelters for rest, adequate latrine facilities, drinking water, sickness and scheme payments, pension and, gratuity, payments, granting of loans and legal advice to workers

To help the factory management in regulating the grant of leave with wages and explain to workers the provisions relating to leave with wages and other leave privileges and to guide the workers in the matter of submission of applications for regulating authorised absence.

To advise on provision of welfare facilities such as housing facilities food-stuffs, social and recreational facilities and sanitation and on individual personal problems and on the education of children;

To advise the factory management on questions relating to training of new starters, apprentices, workers on transfer and promotion, instructors and supervisors, encourage their attendance.

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HR MANAGER HR Manager is that who is the process of managing people in

organizations in a structured and thorough manner and maintain harmonious relationship between management and employees.

FUNCTIONS OF HR MANAGER.

Conducting job analyses. Selecting job candidates. Orienting and training new employees

Managing Wages and Salaries and providing incentives and benefits Training and developing

Appraising performance and Communicating

Building employee commitment Equal opportunity and affirmative action Employee health and safety

Grievances and labour relations

ACTIVITIES OF HR MANAGER

Organizational, work, and job design Planning Recruitment and Selection Training and Development Performance Management Compensation

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 Occupational health and safety Employee and labour relations

IMPORTANCE OF HR MANAGER FUNCTIONS

As managers none of us would like to make the following mistakes. To hire the wrong person for the job To experience high turnover To find our people not doing their best To waste time with countless and useless interviews To have our company sued for our discriminatory actions To be quoted under bad example of unsafe practices To have some of your employees think their salaries are unfair and inequitable relative to others in the organization To allow a lack of training to undermine your department's effectiveness

To commit any unfair labour practices

LEARNING SKILLS OF TRAINEE During the field work training the trainee developed
self confidence, flexibility, team work skills, technical skills,

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 problem solving skills, and knowledgeable in group decision making techniques.

CONCLUSION Thus, the trainee as a part of Concurrent Field work came to

know about AUGUSTAN TEXTILES COLOURS LIMITED, and their processing and functions of industry. The trainee got an opportunity to learn more about the industry in practical situation in different set up.This field work training helped the trainee to assess their strength and weakness in proper perspectives.

CONTENTS
INTRODUCTION...............................................................................................1 OBJECTIVES OF FIELD WORK......................................................................1 ORGANISATION PROFILE..............................................................................2
ABOUT THE ORGANISATION...........................................................................................................2 MISSION..................................................................................................................................................3

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FACILITIES............................................................................................................................................3 AUGUSTAN GROUP OF COMPANIES..............................................................................................3 MAN POWER STRENGTH OF AUGUSTAN TEXTILES................................................................3 DEPARTMENTS OF AUGUSTAN TEXTILE....................................................................................3

LEARNINGS OF TRAINEE...............................................................................4
SHIFT SYSTEM......................................................................................................................................4 HOLIDAYS & LEAVES.........................................................................................................................4 WELFARE MEASURES........................................................................................................................4 SAFETY MEASURES............................................................................................................................5 HEALTH MEASURES...........................................................................................................................5 TRADE UNIONS.....................................................................................................................................5 REASON FOR JOINING TRADE UNIONS.......................................................................................6 FUNCTIONS OF TRADE UNION......................................................................................................7 PROVIDENT FUND [PF].......................................................................................................................7 BENEFITS UNDER PROVIDENT FUND SCHEME.......................................................................7 EMPLOYEES STATE INSURANCE (ESI)........................................................................................9 BENEFITS UNDER ESI SCHEME.....................................................................................................9 CLASSIFICATION OF WORKMEN IN INDUSTRY......................................................................13 STANDING ORDERS...........................................................................................................................14 CONTENT OF STANDING ORDERS..............................................................................................14 STRIKES................................................................................................................................................15 CAUSES OF STRIKES......................................................................................................................15 TYPES OF STRIKES.........................................................................................................................15 COLLECTIVE BARGAINING...........................................................................................................17 PROCESS OF COLLECTIVE BARGAINING................................................................................17 IMPORTANCE OF COLLECTIVE BARGAINING........................................................................17 EMPLOYEES DISCIPLINE ...............................................................................................................19 CODE OF DISCIPLINE IN INDUSTRY..........................................................................................19 ABSENTEEISM IN INDUSTRY.........................................................................................................19 CAUSES OF ABSENTEEISM...........................................................................................................20 METHODS TO REMEDY ABSENTEEISM....................................................................................20 INDUSTRIAL ACCIDENTS................................................................................................................21 CAUSES OF ACCIDENTS................................................................................................................21 PREVENTION OF ACCIDENTS......................................................................................................23 ROLE OF LABOUR WELFARE OFFICER.....................................................................................23 HR MANAGER.....................................................................................................................................25 FUNCTIONS OF HR MANAGER. ..................................................................................................25

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ACTIVITIES OF HR MANAGER.....................................................................................................25 IMPORTANCE OF HR MANAGER FUNCTIONS.........................................................................26

LEARNING SKILLS OF TRAINEE.................................................................26 CONCLUSION.................................................................................................27

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