SUMMER TRAINING REPORT ON

“A STUDY ON LABOUR WELFARE MEASURES PROVIDED BY

FOOD CORPORATION OF INDIA WITH SPECIAL
REFERENCE TO KAMRUP DISTRICT IN ASSAM”
A Summer Internship Project Report submitted in partial fulfillment of the
requirement for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

UNDER

ROYAL SCHOOL OF BUSINESS

ROYAL GLOBAL UNIVERSITY

Batch- 2018-2020
Prepared by:
Mr. Pradip Kumar Singh
3rd Semester
Roll No.: 184031031
Registration No: 1180813

Institution Guide Organizational Guide

Dr. Tarak Paul Mr. Lavajyoti Bora
Assistant Professor Assistant General Manager
Royal School of Business Food Corporation of India
Royal Global University Paltanbazar, Guwahati

YEA
 DECLARATION
I, Mr. Pradip Kumar Singh bearing Roll No 184031031, an MBA student of The
Assam Royal Global University hereby declare that the Summer Project Report
entitled “A Study on Labour Welfare Measure Provided by Food Corporation of
India with special reference to Kamrup district in Assam" is a bona fide project work
undertaken by me at Food Corporation of India – Paltanbazzar,Guwahati, during the
period of June-August, 2019 as partial fulfillment of the requirements for the Degree
of Master of Business Administration (MBA) of The Assam Royal Global
University.

Further, the same Project Report has not been submitted by me elsewhere for the
award of any Degree, Diploma or other qualification.

Date: Pradip Kumar Singh

Place: Registration No. 1180813

MBA 3rd Semester

II
 CERTIFICATE FROM THE INSTITUTIONAL GUIDE

I have the pleasure in certifying that the project entitled entitled “A STUDY ON
LABOUR WELFARE MEASURES PROVIDED BY FOOD CORPORATION OF
INDIA WITH SPECIAL REFERENCE TO KAMRUP DISTRICT IN ASSAM” is

the result of a study under taken by PRADIP KUMAR SINGH of MBA 3rdsemester
of ROYAL SCHOOL OF BUSINESS, Guwahati bearing Royal Global University
Roll No. 184031031 and Reg. No. 1180813 under my guidance. He has fully
complied with the rules while preparing the project in partial fulfilment of
requirement of degree of Master of Business Administration of Royal Global
University.

I further certify that neither this project nor any part of it has been submitted to any
other institution or university.

Date:- Dr. Tarak Paul

Place:- (Assistant Professor)

Royal School of Business

III
CERTIFICATE FROM THE ORGANIZATIONAL GUIDE

IV
 PREFACE

It is a great opportunity for me to have the MASTER OF BUSINESS

ADMINISTRATION in THE ASSAM ROYAL GLOBAL UNIVERSITY,
GUWAHATI. In the accomplishment of the degree I am submitting a project report
on “A STUDY ON LABOUR WELFARE MEASURE PROVIDED BY FOOD
CORPORATION OF INDIA WITH SPECIAL REFERENCE TO KAMRUP
DISTRICT IN ASSAM”. Subject to the limitation of time efforts and resources every
possible attempt has been made to study the project deeply. The whole project is
measure through the questionnaire, the data futher analyzed and interpreted and the
result was obtained.

The whole project has been divided into 7 chapters.

 Introduction to the study

 Company profile

 Review of Literature

 Objectives, Scope and limitations of the study

 Research Methodology

 Analysis and Findings

 Conclusion and Suggestion

V
 ACKNOWLEDGEMENT
A project work is a combination of views, ideas, suggestions and combinations of
many people. Thus one of the pleasant parts of writing this report is to thank those
who have contributed towards its fulfillment. It has been my proud privilege to thank
all the teachers who helped me and and respondents who cooperated with me at the
time of data collection.

I am highly indebted to Dr. Tarak Paul ( Assistant Professor of Royal School of

Business) and Sir Lavajyoti Bora (Assistant General Manager of Food Corporation of
India) for his guidance and constant supervision and also for providing necessary
information, support in completing the project and helping me with the research.

I would sincerely like to express heartfelt regards towards my seniors for constant
support and encouragement during the entire period of project preparation.

Last but not the least, my gratitude goes to my friends who directly or indirectly
helped me to complete the project report.

PRADIP KUMAR SINGH

MBA 3RD Semester

Royal Global University

VI
 EXECUTIVE SUMMARY
PROJECT TITLE: “A Study on Labour welfare Measure provided by Food
Corporation of India with special reference to Kamrup District in Assam”

NAME OF THE ORGANISATION: Food Corporation of India (FCI)

ORGANISATIONAL GUIDE: Mr. Lavajyoti Bora, (Assistant General Manager-

Personnel)

INSTITUTION GUIDE: Dr. Tarak Paul (Assistant Professor)

PROJECT DURATION: 2 Months (24 June to 16 August 2019)

OBJECTIVE OF THE STUDY:

 To study the implementation of Labour Welfare Measures provided by Food

Corporation of India with respect to labour legislation in India.

 To measure the satisfaction level of workers with respect to the welfare

facilities provided by Food Corporation of India.

METHODOLOGY: The study was purely based on descriptive survey and the
survey was done for obtaining opinion of the respondents through questionnaire.

SOURCES OF DATA:

 Primary data has been collected from the workers of the organization.

 Secondary data is collected from websites and past projects.

SAMPLE SIZE: A sample size of 100 workers was taken.

LOCATION: Food Corporation of India, Guwahati-Paltanbazzar

VII
 TABLE OF CONTENTS

CHAPTER NO. CONTENTS PAGE NO.

INTRODUCTION TO STUDY 1
1.1. Labour welfare 2-3
1.2. Importance of welfare work in India 4
1.3. Scope of labour welfare work 5
1.4. Classification of labour activities 6
1.5. Statutory and Non-statutory Welfare 7-8-9
CHAPTER 1
Scheme
1.6. Welfare facilities provided by FCI to 9-10-11
Kamrup depot labours
1.7. Labour systems in Food Corporation 12-13-14-15-
of India 16
1.8. Comparative Chart of Job description 17-18
of Sardar, Mandal and Handling Labour
1.9. Comparison Chart of Wages/ Benefits 19-20-21-22
under different Labour System
COMPANY PROFILE 23
2.1. A brief history of the Food 24-25
Corporation of India
2.2. About Food Corporation of India 26-27-28
2.3. Objectives of Food Corporation of 29
CHAPTER 2 India
2.4. Functions of Food Corporation of 30-31-32
India
2.5. Vision and Mission of Food 33
Corporation of India
2.6. Organizational Structure of Food 34
Corporation of India
2.7. Organizational Hierarchy of F.C.I 35
LITERATURE REVIEW 36
CHAPTER 3 3.1. Literature review 37
3.2. Literature review 38-39
OBJECTIVES, SCOPE AND 40
LIMITATIONS OF THE STUDY
CHAPTER 4 4.1. Objectives of the Study 41
4.2. Limitation of the Study 42
4.3. Scope of the study 43
RESEARCH METHODOLOGY 44
5.1. Meaning of Research 45
5.2. Definition of Research: 45
CHAPTER 5 5.3. Data Collection 45
5.4. Sampling Plan 45
5.5. Method of Sampling 46
5.6. Research Design 46
5.7. Questionnaire Design 46
5.8. Statistical Methods 46

VIII
 ANALYSIS AND FINDINGS 47
6.1. Analysis 48-64
CHAPTER 6 6.2. Findings 65-66
CONCLUSION AND SUGGESTIONS 67
CHAPTER 7 7.1. Conclusion 68
7.2. Suggestions 69
References 70
Annexure 71-72-73

IX
 LIST OF TABLE

TABLE NAME TABLE PAGE

NO. NO.
Gender 1 48
Age- Crosstabulation 2 49
Are you aware of various welfare facilities provided by Food 3 51
Corporation of India?
The workplace is regularly cleaned and keep hygienic. 4 52

The organization provides proper lightning facilities in the 5 53

workplace.

The sitting arrangements of the organization is up to the level of 6 54

satisfaction.

The availability of First Aid Boxes in the workplace is 7 55

satisfactory.
The supply of uniform and shoes by the organization is 8 56
satisfactory.

The Educational benefit for children provided by the 9 57

organization is satisfactory.
The housing facilities provided by the organization is up to the 10 58
level of satisfaction.
The price of the food are provided at sustainable rate. 11 59

The water provided is pure for drinking. 12 60

The working hours of the organization is up to the level of 13 61

satisfaction.
The transportation facility provided by the organization is up to 14 62
the level of satisfaction.
The latrines and urinals facilities provided by the organization is 15 63
up to the level of satisfaction.
Recreational facilities of the organization is up to the level of 16 64
satisfaction.
Are you satisfied with overall Medical facilities provided by the 17 65
organization?

X
 LIST OF CHARTS

TABLE NAME CHART PAGE

NO. NO.
Gender 1 48

Age- Crosstabulation 49

Reliability Test (Cronbach’s Alpha) 2 50

Are you aware of various welfare facilities provided by Food 3 51

Corporation of India?
The workplace is regularly cleaned and keep hygienic. 4 52

The organization provides proper lightning facilities in the 5 53

workplace.
The sitting arrangements of the organization is up to the level 6 54
of satisfaction.
The availability of First Aid Boxes in the workplace is 7 55
satisfactory.
The supply of uniform and shoes by the organization is 8 56
satisfactory.
The Educational benefit for children provided by the 9 57
organization is satisfactory.
The housing facilities provided by the organization is up to the 10 58
level of satisfaction.
The price of the food are provided at sustainable rate. 11 59

The water provided is pure for drinking. 12 60

The working hours of the organization is up to the level of 13 61

satisfaction.
The transportation facility provided by the organization is up to 14 62
the level of satisfaction.
The latrines and urinals facilities provided by the organization 15 63
is up to the level of satisfaction.
Recreational facilities of the organization is up to the level of 16 64
satisfaction.
Are you satisfied with overall Medical facilities provided by 17 65
the organization?

XI
 Chapter 1
INTRODUCTION TO STUDY

1
1.1. LABOUR WELFARE

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

In its broad connotation, the term welfare refers to state of living of an

individual or group in a desirable relationship with total environment-ecological,
economic, and social. Conceptually as well as operationally, labour welfare is a part
of social welfare which, in turn, is closely linked to the concept and the role of the
State. The concept of social welfare, in its narrow contours, has been equated with
economic welfare. As these goals are not always be realized by individuals through
their efforts alone, the government came into the picture and gradually began to take
over the responsibility for the free and full development of human personality of its
population.

Labour welfare is an extension of the term welfare and its application to

labour. During the industrialization process, the stress on labour productivity
increased; and brought about changes in the thinking on labour welfare. An early
study under the UN observed as follows “in our opinion most underdeveloped
countries are in the situation that investment in people is likely to prove as
productive, in the purely material sense, as any investment in material resources and
in many cases , investment in people would lead to a greater increase of the flow of
goods and services than would follow upon any comparable investment in material
capital” (UN, 1951).The theory that welfare expenditure, especially on health and
education, is productive investment has led to the view that workers could work
more productively if they were given a fair deal both at the work place and in the
community.

The concept of labour welfare has received inspiration from the concepts of
democracy and welfare state. Democracy does not simply denote a form of
government; it is rather a way of life based on certain values such as equal rights and

2
privileges for all. The operation of welfare services, in actual practice, brings to bear
on it different reflections representing the broad cultural and social conditions. In
short, labour welfare is the voluntary efforts of the employers to establish, within the
existing industrial system, working and sometimes living and cultural conditions of
the employees beyond what is required by law, the custom of the industry and the
conditions of the market (A.J. Todd,1933).

The constituents of labour welfare included working hours, working

conditions, safety, industrial health insurance workmen’s compensation, provided
funds, gratuity, pensions, protection against indebtedness, industrial housing, rest
rooms, canteens, crèches, wash places, toilet facilities, lunches, cinemas, theatres,
music, reading rooms, holiday rooms, workers’ education, co-operative stores,
excursions, playgrounds, and scholarships and other help for education of
employees’ children.

However, labour welfare has both positive and negative sides associated to it.
On the positive side, it deals with the provision of opportunities which enable the
worker and his family to lead a good life, socially and personally, as well as help him
to adjust social transition in his work life, family life and social life. On the negative
side it functions in order to nutralise the baneful effects of large scale
industrialization and provide a counterbalance to the undesirable social consequences
and labour problems which have evolved in the process of this transitions.

3
1.2. IMPORTANCE OF WELFARE WORK IN INDIA
Labour welfare got importance because of the following reasons :-

1) The welfare activities influence the sentiments of workers, when workers feel that
the employers and the state are interested in their happiness, his tendency to grouse
and grumble will steadily disappear. The development of such feeling paves the way
for industrial peace.

2) The provision of various welfare measures makes the worker realize that they also
some stake in the undertaking in which they are engaged and so think thrice before
taking any reckless action which might prejudice the interest of undertaking.

3) The welfare measures like cheap food in canteens, free medical and educational
facilities etc. indirectly increase industrial dispute the real income of the workers.
Hence they try to avoid industrial dispute, as far as possible and do not go on strikes
on flimsy grounds.

4) Welfare activities will go a long way to better the mental and morals health of
workers by reducing the incidence of vices of industrialisastion.

5) Welfare activities will reduce labour turnover and absenteeism and create
permanent settled labour force by making service attractive to the labour.

4
1.3. SCOPE OF LABOUR WELFARE WORK

It is somewhat difficult to accurately lay down the scope of labour welfare work
especially because of the fact that labour class is composed of dynamic individuals
with complex needs. In a world of changing values, where ideologies are rapidly
undergoing transformation, rigid statements about the field of labour welfare need to
be revised. Labour welfare work is increasing with the growing knowledge and
experience of techniques. An able welfare officer would, therefore, include in his
welfare programmed the activities that would be conducive to the well-being of the
worker and his family. The test of the welfare activity is that it removes, directly or
indirectly, any hindrance, physical or mental of the worker and restores to him the
peace and joy of living the welfare work embraces the worker and his family. The
following list, which is by no means exhaustive, gives the items under which welfare
work should be conducted inside and outside the work place:

1) Conditions of work environment:

The workshop sanitation and cleanliness, humidity, ventilation, lighting,

elimination of dust, smoke, fumes and gases, convenience and comfort during work,
operative postures, sitting arrangements etc; distribution of work hours and provision
for rest times, breaks and workmen’s safety measures.

2) Workers health services:

These should include factory health centre; medical examination of workers,

factory dispensary and clinic for general treatment; infant welfare, women’s general
education; workers recreation facilities; education, etc;

3) Labour welfare programmed:

These should cover factory counsil consisting of representative of labour and

employers; social welfare departments; interview and vocational tenting;
employment, follow-up, research bureau, workmen’s arbitration counsil.

4) Labor’s Economic welfare programmed: These should include co-

operatives or fair price shop for consumer necessities co-operative credit society,
thrift schemes and savings bank; health insurance; employment bureau; etc

5
1.4. CLASSIFICATION OF LABOUR ACTIVITIES
The labour welfare activities may be classified as under :

1) Statutory:

Every welfare promotes the welfare the labour by securing and protecting a
social order in which justice, social, economical, political, confirms with all the
institutions of the natural life. For this some legislations are passed and it is essential
for all the employers to follow the provisions of the Acts and Rule. These kegislative
measures generally regulate working conditions, minimum wages, safety and
sanitations. Such statutory provisions are gradually increasing with the industrial
development in the countries.

2) Voluntary:

Under voluntary welfare, all those activities are including which are
undertaken by the employees for their workers at their own. These activities are not
statutory but the employees undertake these activities because they increase the
efficiency of the workers and maintain the industrial peace.

3) Mutual :

Mutual welfare activities are those activities which are initiated by the workers
for their betterment, Welfare activities undertaken by the trade unions are included
under this head.

Labour welfare activities may be futher classified under two heads:

i) Intra mutual Activities:

Intra mural activities are those amenities and services which have been
provided by the employers inside the factories e.g. sanitary conditions, medical
facilities, shelter, canteens etc. These activities are the part of working conditions.

ii) Extra Mural Activities:

Extra mural activities are those amenities and services which are
available in the workers outside the factory e.g. housing, medical facilities, education,
recreation etc.

6
1.5. STATUTORY AND NON-STATUTORY WELFARE SCHEME
IN FOOD CORPORATION OF INDIA:

Food Corporation of India provides various welfare facilities to their workers to keep
their motivation levels high. The employee welfare schemes can be classified into two
categories viz. statutory and non-statutory welfare schemes. The statutory schemes are
those schemes that are compulsory to provide by an organization as compliance to the
laws governing employee health and safety. These include provisions provided in
industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare)
1986, Mines Act 1962. The non statutory schemes differ from organization to
organization and from industry to industry.

The statutory welfare schemes of Food Corporation of India include the following
provisions:

1. Drinking water: In every industry sufficient provisions of wholesome drinking

water shall be provided at the workplace for male and female employees. Provisions
shall be made for cooling drinking water during hot weather by effective means.

2. Cleanliness: The reasons of cleanliness are wellbeing, beauty, absence of

unpleasant and pungent smell and to avoid the accidents at the workplace. Clean work
environment sways up the willingness of employees to work diligently at the place of
work. Cleanliness at the work place should be maintained by painting and white
washing of walls, ceiling, passages and staircases regularly in specific durations.

3. Disposal of wastes and effluents: industry should take care of proper way of
disposing waste and effluents in order to prevent illness in and around the workplace
but also to maintain the consistency of work environment. Waste treatments and state
government rules shall be followed at the workplace.

4. Ventilation and temperature: adequate ventilation by the circulation of fresh air,

and proper temperature shall be maintained in order to secure wellbeing of employees
/workers.

5. Canteen Facility: Canteen is the place where the employees can have their
refreshments during lunch/ break time. If number of employees is more, than 250 then
provisions of clean, hygienic place in mines having more number of employees it will
be treated as one of the important basic welfare measure.

6. First aid: First aid facilities shall be readily available and accessible at the
workplace, if workers met with any accident t or injury. The box shall contain
prescribed number of things in it and label should be there over the box.

7
7. Lighting: It’s the responsibility of employer to provide adequate light at the
workplace so that insufficient or excessive light should not have strain over the eyes
of the workers. As far as possible provisions for natural lights shall be there at the
working area, at the same time glazed windows shall be there and routine cleaning
should be there.

8. Latrines and urinals: separate and sufficient number of latrines and urinals shall
be provided to the workforce by the employer. The cleaning shall be done in
appropriate and effective method.

9. Sitting Facilities: In every factory proper provisions for sitting shall be provided at
the work area.

The Non-statutory welfare schemes of Food Corporation of India include the

following provisions:

1. Provident Fund

2. LTC (Bharat Darshan and Home Town)

3. House Rent Allowance

4. Festival Advance

5. Medical facility

6. Children education allowance

7. Ex-gratia in lieu of bonus

8. Productivity Linked Incentive (At par with the employees)

9. Lunch Subsidy

10. Ex-gratia relief for suffering prolonged diseases

11. Transport Reimbursement

12. Medical Allowance

13. Festival Advance

8
13. Gratuity

14. Workmen’s Compensation

15. Benevolent Fund

16. Compassionate appointment of Kith & Kin

17. Advance for Natural Calamities

1.6. WELFARE FACILITIES PROVIDED BY FCI TO KAMRUP

DEPOT LABOURS
Since the beginning of this company it has set its footing during the course of growth
since its inception it is ever expanding gradually and along with it’s strength of the
labour force also increase. To keep the moral and efficiency or high labour, the
company is doing its best on area provided on effort are being made to run them
efficiently in the best interest of the workers.

The welfare facilities provided by Food Corporation of India to its labours are as
follows:

1) Drinking water:-

Section 41 of the factories act 1948, In the preservation of health and comfort
among the employees abundant supply of pure water for drinking purpose must be
given at important place. The Food Corporation of India provide filtered water to all
the workers. Water coolers are installed in various departments and depots of the
corporation.

2) First-aid appliances:-

According to section 45 of the factories act 1948, In every factory shall be

provided and maintained so as to readily accessible during all working hours first-aid
boxes. The Food Corporation of India provides first-aid appliance to all the workers.

3) Canteen Facility:-

Section 46 of the factories act 1948 state provision of canteen facility where
250 or more than 250 employees are working. The Food Corporation of India has
9
been provided canteens facility to all the workers the management should give the
food to all the workers in every reasonable rates.

4) Medical Facilities:-

Food Corporation of India provides medical facilities to worker. Workers can

visit doctor and get treated free of cost.

5) Working hours and shift system:

Food Corporation of India has laid down its working hours as 8 hours per day.
The labours also get over time allowances (OTA) beyond working hours. Regarding
system system they work in gang composed of one (1) sardar, one (1) mandal and
twelve (12) handling labours.

6) Overtime:-

Subject to the provision of the law for time being in force. All workmen in the
corporation liable to work overtime whenever required by the management. Rates of
wages/pay for overtime shall be governed by the provision of factories act 1948.

7) Bonus facility:-

Food Corporation of India provides bonus facility to all workers. The Bonus
should be given as festival Advance Rs.10000 at par with staff.

Besides all these infrastructural facilities should also be included which helps
employees and labour to interact and makes production process easy. They should
include the facilities of:-

a) Canteen: The company should have a canteen which provides food to employees,
labours and visitors. The canteens main objective is to provide a food which is
hygienic and contains nutrition elements.

b) Health center: Health care centre is necessary, which acts as a first aid to any minor
hazardous accidents.

c) Safety: The companies must mainly focus on safety of employees, it provides

mask, Gloves and Shoes.

10
d) Security: The company with 24/7 strict security, there is a single entrance so that
security guards can easily keep track of all the employees and visitors. They must
maintenance of entry and exit record of employees.

e) Rest-Rooms: The company should provides rest rooms for labours and employees
for relaxing which are located little away from production dept to avoid pollution.

11
1.7. LABOUR SYSTEM IN FOOD CORPORATION OF INDIA

The F.C.I. is the largest public sector undertaking intrusted with the most important
responsibility of internal procurement, movement, storage and distribution all over the
country. In F.C.I at certain places in Storage Depots labourers / workers as they are
called have been departmentalized. Prior to this all the labours were under the contract
system. Practically this departmentalization can be called as de-casualisation. If a
study to these departmentalization will be made it will be seen that there payments
vary from place to place. As far as Assam is concerned these people are getting more
payment from Calcutta, Bihar and other places against the same nature of work. Of
course the Management is right to say that the working standard in depots have been
degraded after de-casualisation or abolition of contract system. The handling of food
grains in 100 Kg bags in various depots of the Food Corporation of India throughout
the country can be carried out by none else but by the labourers. Hence this
Corporation can be termed as 'Labour Oriented’ Organisation. The handling
operations of FCI in depot are carried through various principlal systems of labour
engagement as under:-
Each of the above systems is explained as under:-

i. Contract System:
Under this system , private Handling and Transport contractors are awarded the
contracts ( normally for two years) through open tender for handling of food grains in
a particular depot. The contractors bring labourers from open market and engage them
in FCI depots. FCI pays the remunerations to the contractor for the actual volume of
work done in bags etc, and on the basis of piece rates in the shapes of ‘Above
Schedule of Rates’ (ASOR) percentage as per contract. The contractor pays the
labourers. There exists no employer-employee relationship between FCI and the
contract labourers and therefore, FCI does not have any administrative and
disciplinary control over them. The contractor has to bear the losses, if any, on
account of demurrage and wharfage due to non-completion of work of handling and
transportation of food grains in prescribed time. Maximum numbers of depots are
manned through this system.

12
 This system is covered under the Contract Labour (Regulation and
Abolition) Act, 1970 unless prohibited through a notification in a particular depot.
The contractors so appointed are required to fulfill all the statutory obligations under
the Contract Labour (R&A) Act, 1970 and other Labour Laws. As per the Contract
Labour ( Regulation and Abolition) Act, 1970, the contractor is not bound to engage
same labourers on all working days.

ii. Labour Cooperative Societies Systems:

To eliminate the middleman like contractor and ensure that all the earnings of the
labourers go directly into their pockets, the Contractors’ labourers working in the
depots formed their own Co-operative Societies and took work from the FCI, in place
of contractor, for handling of foodgrains in the respective depots. The Labour
Cooperative Societies are also required to fulfill all the statutory obligations under the
Contract Labour (Regulation & Abolition) Act, 1970 and other labour laws. The
Corporation also extended certain concessions to the genuine Labour Co-operative
Societies.
However, as per the judgement of Hon’ble Karnataka High Court, the Labour
Co-operative Societies had to be treated as par with private contractors and could not
sustain in the case of prohibition of contract labour through a notification. Therefore,
the concessions already granted to the Labour Co-operative Societies by the FCI
became redundant and were withdrawn. This system exists in a few depots in South
Zone and West Zone.

iii. Departmental Labour System:

The workmen under this System are regular labourers of FCI and are eligible for the
wages on the basis of their wage-structure including time-scales of pay and
allowances. Presently, all the Departmental labourers working in the Corporation are
being paid wages as per the pay scales applicable to the port workers in terms of the
judgement of Hon’ble Supreme Court dated 20.07.1990 on the writ petition filed by
FCI workers Union. The last wage revision for Port workers was done for 5 years
w.e.f. 1.1.2012 on the basis of settlement signed between the representatives of major
Port Trust and Federation of Port & Dock Workers.
The departmental labourers are also eligible for the statutory and other
benefits of Contriutory Provident Fund (CPF) under FCI CPF Scheme, Gratuity,
13
Compensation under Workmen’s Compensation Act, Ex-gratia in lieu of bonus,
Productivity Linked Incentive (PLI), various kinds of leave, Leave Travel
Concession, Children Education Allowance, Uniform, Medical treatment facility (
indoor & outdoor treatment) for self and family, Lunch Subsidy, Transport Subsidy,
festival/Flood/Drought Advance etc. The followings are the part of departmental
labours:-
Sardar: Coordinates and supervises the various operations of his gang. Sardar
has to ensure speedy working by his gang proper weighment, and stacking of the bags
and expeditious loading/unloading of wagons and trucks.
Mandal: Ensureweighment of the food grains bags on beam-scales and in
cases where no weighment is required; the mandal is deployed as a handling labor.
Handling labour: Works in a gang to lift, carry, stack, load/unload food grain
bags, gunny bags and other commodities.
Ancillary labour: Perform miscellaneous work viz. Cleaning of godowns,
collection of scattered food grains, opening and closing of godown shutters, erection
of fences, road, repairs, building repairs, shifting of damaged, salvaged bags, carrying
and spreading of wooden crates etc.

iv) Direct Payment System (DPS)

The Direct Payment System (DPS) came into existence initially in 1973. The handling
operations were to be carried out at the piece rates of ‘Above Schedule of Rated’
(ASOR) percent at which the erstwhile contractor was working. However, this was
subject to periodical revisions.
As per output of individual labourer, the payments were being made through
Labour Sardar nominated by the Workers Union, who in fact replaced the contractor,
for distributing the remunerations among the labourers. In 1984, minimum guaranteed
wage was agreed between FCI and FCI Workers’ Union together with certain benefits
such as Provident Fund, Gratuity, Ex-gratia, Workmen’s Compensation, 10 days’ Sick
Leave ina year and 6 paid Holidays including 3 National Holidays in a year, Paid
Weekly Off, Medical Facility under the Employees State Insurance Act where ever
applicable. Indoor medical facility from FCI empaneled hospital, in case of injury
sustained in course of employment in area where ESI Act is not applicable
Meanwhile, on the complaints that labourers were not getting full wages
through Labour Saradrs, the Corporation decided to make the payment of
14
remunerations/wages/to DPS labourers directly on the above pattern of ASOR percent
with minimum guaranteed daily wage subject to revision after every two years. The
DPS labourers were also made members of FCI CPF Scheme.
Ministry of Labour and Employment (GOI) vide notification No S01284 (E) dated
20.5.2009 issued under Minimum Wages Act had fixed basic wages in respect of
unskilled employees engaged in the schedule of employment of “loading and
Unloading’’ in the warehouses and godown ’’Areawise’’ from April onwards variable
dearness allowances is revised by the CLC (c) at an interval of six months on 1st
October and 1st
April on the basis of average price index number for industrial workers. Therefore,
wage structure of the DPS labour was revised vide settlement dated 3.8.3012 signed
with Labour Union and subsequent understanding arrived with Labour Union 2nd and
3rd December of 2013 and it was decided that “the existing procedure for revision of
Minimum Guaranted wages would be based on fixation/Revision of minimum daily
wages by the Ministry of Labour Govt. of India for ‘’A’’/area and minimum daily
wages shall be revised every six months on 1st October and 1st April of every year
after issue of order of revision of VDA by the Chief Labour Commissioner on 1 st Oct
and 1st April of every year. Periodicity of revision of ASOR %/ Piece rate shall be
every six months i.e 1st Oct and 1st April of every year instead of old practice of two
years. Revision ASOR %/Piece rate shall be revised equivalent to increase in
minimum daily wages to maintain parity in enhancement of minimum wages and
piece rate wages.
The labour unions have raised an industrial dispute before the National
Industrial Tribunal (NIT), Mumbai for grant of status, wages and benefits to all the
DPS and NWNP system labourers at par with departmental labourers on the principle
of ‘Equal Pay for Equal Work’. The NIT Mumbai gave an interim award on 27.05.04
granting an interim relief of Rs.50/- per day per labourers with effect from 1.12.2003
in respect of these NWNP and DPS workers. This has been implemented by the FCI.
The main industrial dispute is still pending with said National Industrial Tribunal,
Mumbai for its final award.

v. No Work No Pay System

As per Memorandum of Understanding dated 12.7.1993 between the Corporation and
the FCI Workers’ Union agreeing therein to resort to payment through a Three
15
Member Committee nominated by the Workers’ Union from among the labourers in
73 depots of Punjab to receive payment against the bill to be submitted by the
respective TMC for the work carried out by the labourers in such depots. The piece
rates for payment to these labourers were agreed at the then contract rates. The
payment was agreed in accordance with the ‘No Work No Pay’ basis i.e. there would
be no minimum guaranteed wages. This system was popularly known as ‘TMC or ‘No
Work No Pay’ (NWNP) system. The labourers working under TMC/ NWNP syatem
in 73 depots of Punjab were subsequently converted as ‘Direct Payment System’
(DPS) labourers w.e.f. 1.1.1999, as per Bipartite Settlement signed on 13.3.1999
between the Corperation and the FCI Workers’ Union. As such, none of the said 73
depots of Punjab remains under said TMC/NWNP system.
Meanwhile, pursuant to a settlement on 4.7.1995, ex-contractors’ labourers in
14 depots (10 depots in UP, 3 depots in Rajasthan & 1 depot in Bihar) were brought
under ‘No Work No Pay’ system. These labourers were getting their wages through a
Three Member Committee (TMC) of labourers, who prefers bills for the work done,
get the payment from FCI and distribute the same to the labourers subject to revision
proportionate to the percentage increase in the Consumer Price Index. The labourers
working under said ‘No Work No Pay’ System in 14 depots are getting the benefits of
Provident Fund under EPF as their service conditions agreed and settled in the said
bipartite Settlement dated 4.7.1995. No Work No Pay was introduced in 4 depots of
Bihar and one depots of Jharkhand in the year 2004 and subsequently in 76 owned
depots where the contract labour system was abolished as per the provisions of
contract labour (R&A) Act 1970 during the year 2001-2011. Presently workers
working under No Work No Pay System are getting additional benefits as given
below:-
i. Minimum daily wages as fixed by the Ministry of Labour under M.W Act
area wise piece rate wages whichever is higher on the day of their engagement.
ii. OTA as per the provision of Minimum Wages Act.
iii. Paid National Holidays.
iv. Payments including wages by FCI directly to Labour

16
1.8. COMPARATIVE CHART OF JOB DESCRIPTION OF
SARDAR, MANDAL AND HANDLING LABOUR
SARDAR
Function as leader of
handling gang.
Exercise adequate control
over his gang for timely
and proper completion of
work.
Co-ordinate and supervise
the various steps of
operations, i.e. unloading,
weightment, stacking at
the time of receipt and
reverse operations at the
time of local issue
dispatches by rail or road
of food grains bags.
Ensure accuracy of
weighments and ensure
observance of various
rules of handling, stacking
safety and discipline
among handling and
Ancillary labour.
Responsible for ensuring
speedy working by the
gang, proper weighing and
stacking of the bags and to
expedite loading/unloading
of wagons and trucks.
MANDAL HANDLING
LABOUR
General supervision of the gang Load, Unload food
in the absence of Sardar. grain bags, gunny
bags and other
commodities to of
from railway wagons,
trucks and other
vehicles whether or
mechanized
otherwise.
Mandal will weigh the food grain Carry food grain bags
bag. on head/back to
platform, shed inside
the godowns as
circumstances may
require and build
stacks upto prescribed
height as order.
When there is no weighment, to Weighment of food
work as a part of the gang and grains bags, physical
perform duties of Handling verification,
labours. standardization of
bags.
Any other supervisory duties Break the stacks and
assigned by the Depot Officer re-stack them
Shed in charge. according to
requirements.
Unloading from
wagons/trolleys/trucks
and stacking in
godowns.
17
Ensure that sweepings in Unloading from
the wagons and on the wagons and loading
scale points are properly into trolleys when
cleaned before bagging required.
and the bags are properly
stitched.
Any other supervisory Re-stacking food
duties assigned by the grain bags in godowns
Depot Officer Shed in- and loading and
charge. stacking into transport
vehicles.

Unloading from
wagons at the
godowns siding and
stacking in
shed/platform/ground.

Loading into trolleys

from godowns served
with sidings when
required.

18
1.9. COMPARISON CHART OF WAGES/ BENEFITS UNDER DIFFERENT
LABOUR SYSTEM:
Departmental
Sl.no Descriptive DPS labour NWNP labour
labour
Piece rate as Wages on
1. Wages Scale of pay,
per ASOR or respective
VDA, HRA Minimum ASOR%
guaranted daily
wage,
whichever is
higher, for a
day.
2. Paid weekly off Admissible Admissible N.A.

3. Privilege leave 30 days in a N.A. N.A.

calendar year
4. Casual Leave 12 days in a N.A. N.A.
year
8 including 3 6 including 3
5. Paid Holidays in a
national national 3 national
year holidays holidays holidays
6. Injury Leave Maximum 120 N.A. N.A.
days
EPF with
7. Provident Fund CPF under FCI CPF under FCI
respective RPFC
CPF Schedule CPF Schedule under EPF &
Misc.Act
8. Ex-gratia in lieu of 8.33%,as per the 8.33%,as per 8.33%,as per the
bonus provision of the provision of provision of
payment of payment of payment of
Bonus Act Bonus Act Bonus Act
9. Productivity Linked As & when As & when N.A.
Incentive(At par declared by FCI declared by
with the employees) (At par with the FCI
employees)
Rs.250/-per
10. Lunch Subsidy month per worker N.A. N.A.

19
11. Uniform One (1 full pant Allowed 1 set Allowed 1 set of
& 1 full shirt) of summer summer uniform
per year worker uniform for the for the calendar
as summer calendar year year 2016
uniform & one 2016
set of winter
uniform for
every 2 years.
12. Sick Leave in a year 12 per year 10 per year N.A.
(accumulation (accumulation
up to 120 days) up to 40 days)
13. Non-paid Holidays 11 days in a N.A. N.A.
year
One pair of
14. Shoes/Chappal N.A. N.A.
leather shoes/
chappals per
year
15. Towel 2 Towels per N.A. N.A.
year with a cost
of Rs.138/-per
towel

Rs.155/-per
16. Washing allowance N.A. N.A.
month (with
automatic
increase of 25%
when dearness
allowances cost
is up by 50%)
17. Ex-gratia relief for Rs.400/-per N.A. N.A.
suffering prolonged month
diseases
Rs.525/- +
18. Transport N.A. N.A.
applicable DA
reimbursement per month per
worker

20
19. Children Education Allowed as per N.A. N.A.
Allowance/Hostel rules of govt.of
subsidy India
LTC (Bharat
20. Admissible at N.A. N.A.
Darshan & Home
Towns) par with class
IV employees
OTA*(* where Admisssible as Admisssible as
21. As per Minimum
excemption from the per Shops & per Shops &
S&E Act has been Estt. Act 1 Estt. Act 2 or Wages Act
granted) 1.1 % of hourly
wage increases
where
excemption
from S&E Act
has been
granted
Medical Allowance i) Rs.1875/- per Medical Medical
22.
quarter for Facilities Facilities
Outdoor through ESIC through ESIC
treatment (Indoor and (Indoor and
ii) Indoor outdoor both) outdoor both)
treatment in wherever ESI wherever ESI act
empalled act is is applicable
hospitals under applicable
direct payment
scheme.
Festival Advance Rs.10000/- at Rs.5000/- Amount of
23.
par with staff Festival advance
is being decided
every year
Gratuity As per Payment As per Payment As per Payment
24.
of Gratuity Act, of Gratuity Act, of Gratuity Act,
1972 1972 1972
Workmen’s As per As per
25. N.A.
compensation Workmen’s Workmen’s
compensation compensation
Act Act

21
 Benevolent Fund As per the As per the
26. N.A
Scheme of FCI Scheme of FCI

Compassionate Allowed as per Allowed as per

27. N.A.
appointment of Kith admissibility admissibility
& Kin within ceiling of within ceiling
5% of 5%
Advance for Natural Rs.2500/- as per Rs.1250/-per
28.
Calamities the scheme for worker given N.A.
staff recently in
Tamilnadu
Region

22
 Chapter 2
COMPANY PROFILE

23
2.1. HISTORY OF THE ORGANISATION:
During the World War II, India faced acute food shortages and to meet the exigencies,
a separate Food Department was established on 1st December 1942 under the
Commerce Member of the Government General’s Council. Mr. Benjamin George
Holdsworth, CIE, ICS, was the first Secretary of the Food Department. The new
department with its headquarter at the Imperial Secretariat, New Delhi, took over all
matter pertaining to the control of price and movement of food stuffs including sugar
and salt(except tea and coffee). The administration of Export Trade Control in respect
of food-stuffs was also transferred to this department. However, the procurement of
foodstuff for the Army continued with the Supply Department. With Food
Department’s Notification No.12.E (FD)/42, dated 8th December 1942, an executive
organisation was set up under the department for procurement and purchase of food
stuffs, with Controller General of Foodstuffs as its head. From 1st January, 1943 this
organization took over the procurement and purchase of all food requirements of the
Army, dealt earlier by the Department of Supply. It started functioning from
Jamnagar House, Shajahan Road, New Delhi, with a set up of Controller of Supplies
located at Bombay, Calcutta, Madras, Cawnpore, Karachi and Lahore, which were
already functioning in the Supply Department. As the work of the department
increased, a separate portfolio of Food Member was created in August 1943. In 1946,
the interim Government of India was formed, with Dr Rajendra Prasad heading the
department. The Food Department was renamed as Ministry of Food on 29th August
1947 and the Directorate of Sugar and Vanaspati was made a part of the Food
Ministry. On 1st February 1951, the Ministry of Agriculture was combined with the
Ministry of Food to constitute the Ministry of Food and Agriculture, for greater
administrative efficiency and economy. Over time as the
work expanded significantly, the two were bifurcated into Ministry of Food and
Ministry of Agriculture in October, 1956 only to be merged again on 17th April 1957
as Ministry of Food and Agriculture. On 30thDecember 1958, the work related to the
Central and State Warehousing Corporations was transferred to the Department of
Food, in the Ministry of Food and Agriculture. The Grain Storage, Research and
Training Institute (now IGMRI) was set up at Hapur towards the end of 1958.In 1960
the Ministry constituted two departments, namely the Department of Food and
Department of Agriculture. In 1962some subjects related to Fisheries, Fruits and
Vegetables were transferred from Chapter – I Agriculture to the Department of Food.
24
Subsequently some items related to ‘sugar’, namely the Indian Institute of Sugarcane
Research, Lucknow, Sugarcane Breeding Institute, Coimbatore and Indian Centra
Sugarcane Committee were also transferred. In 1965, under the Food Corporation A
ct, 1964, the Food Corporation of India (FCI) was set up in the Department, as the
country was facing major shortage of food grains, especially wheat. In January 1966,
the Ministry of Community Development and Cooperation was merged with the
Ministry of Food and Agriculture to form a Ministry of Food, Agriculture,
Community Development and Cooperation. In 1971, the Ministry of Food,
Agriculture, Community Development and Cooperatio was renamed as Ministry of
Agriculture, with four departments, including the Department of Food.
In November 1976, the Directorate of Sugar and Vanaspati was bifurcated, with
Directorate of Sugar remaining with the Department of Food, while the work relating
to vanaspati, vegetable oils and fats etc .were transferred to the Ministry of Civil
Supplies and Cooperation .In 1983, the Department of Food was taken out of the
Ministry of Agriculture and a new Ministry of Food and Civil Supplies was formed.
On 21st June 1991, the Ministry of Food and Civil Supply was bifurcated into
Ministry of Food and Ministry of Civil Supplies and independent charge of Ministry o
fFood was given to a Minister of State.In March 1992, to improve efficiency, the
Ministry of Food, which was having a single department, was divided into two
departments, Department of Food and Department of Food Procurement and
Distribution. On 4th June 1997, the Ministry of Food and Ministry of Civil Supplies
were merged again to form Ministry of Food and Consumer Affairs. The new
Ministry had three departments, Departmen t of Food & Civil Supplies, Department
of Sugar and Edible Oils and Department of Consumer Affairs. On 15th October
1999, the Ministry of Food and Consumer Affairs was renamed as the Ministry of
Consumer Affairs and Public Distribution with three departments namely Department
of Public Distribution, Department of Sugar and Edible Oils and Department of
Consumer Affairs. Finally in the new millennium on 17th July 2000, the Ministry of
Consumer Affairs and Public Distribution was reconstituted and renamed as the
Ministry of Consumer Affairs, Food and Public Distribution. It now has only two
departments,
namely Department of Food and Public Distribution , in which the Department of
Sugar and Edible Oils was merged and Department of Consumer Affairs.

25
2.2. ABOUT FOOD CORPORATION OF INDIA
The Food Corporation of India is an organization created and run by the Government
of India and also run by the State Governments. It was set up on 14 January 1965
having its first district office at Thanjavur-rice bowl of Tamil Nadu with its initially
headquartered at Chennai. Later the Headquarters shifted to Delhi under the Food
Corporations Act 1964. It is one of the largest Corporations in India and probably the
largest supply chain management in Asia. Each year, the Food Corporation of India
purchases roughly 15 to 20 percent of India’s wheat output and 12 to 15 percent of its
rice output. The purchases are made from the farmers at the rates declared by the
Government of India. This rate is called MSP (Minimum Support Price). There is no
limit for procurement in terms of volume, any quantity can be procured by FCI (Food
Corporation of India) provided the stock satisfies FAQ (Fair Average Quality)
specifications with respect to FCI. The Food Corporation Of India procures rice and
wheat from farmers through many routes like paddy purchase centres/mill
levy/custom milling and stores them in depots. FCI maintains many types of depots
like food storage depots and buffer storage complexes and private equity godowns
and also implemented latest storage methods of silos storage facility which are located
in Karnataka and Elavur in Tamil Nadu. The stocks are transported throughout India
by means of railways, roadways and waterways and issued to the state government
nominees at the rates declared by the Government of India for further distribution
under the Public Distribution Scheme (PDS) for the consumption of the ration card
holders. Food Corporation of India (FCI) itself does not directly distribute any stock
under Public Distribution Scheme (PDS), and its operations end at the exit of the
stock from its depots. The difference between the purchase price and sales price,
along with internal costs, are reimbursed by the Union Government in the form of
food subsidy. At present the annual subsidy is around $10 billion. Food Corporation
of India (FCI) by itself is not a decision-making authority; it does not decide anything
about the MSP (Minimum Support Price), imports or exports. It just implements the
decision made by the Ministry of Consumer Affairs, Food and Public Distribution and
Ministry of Agriculture.

Food Corporation of India recently ventured into procurement of pulses in various

regions from the crop year 2015-16, and pulses are procured at market rate, which is
a sharp deviation from its traditional minimum support price-based procurement

26
system. Food Corporation of India is also engaged in handling storage and
distribution of sugar in North Eastern States and Jammu & Kashmir and two Union
Territories Andaman & Nicobar Islands and the Lakshadweep Islands. Food
Corporation of India has a large network of 1841 depots spread across the entire
country to manage the stock of the food grains and out of these, 553 are owned by
Food Corporation of India. FCI needs to hire/de-hire depots from other agencies such
as Central Warehousing Corporation (CWC), State Warehousing Corporation(SWC)
or Private Parties to fulfill the total demand and seasonal variation of food grains.

The depot is the central point of most of the activities of FCI as it is the storehouse for
grains sent to various parts of the country. The procured grains in surplus regions are
transported to nearby depots and stored there till there is a planned movement to
deficient regions as instructed by the Ministry after discussions with various States.
The depots receive grains through the rail or road route and perform the function of
distribution of food grains through various PDS schemes of the Central Government.
The depots capture the information of these activities in various registers available in
the depot for purpose of reporting and record keeping.

The storage of food grains by FCI are of three types- i.Covered, ii.Silos, iii.Cover
Plinth(CAP).

i. COVERED -This type of storage is the recommended method by FCI,

wherein the food grains are stored in stacks within the sheds. No additional covers are
required for the stored food grains stocks.

ii. COVER & PLINTH - This type of storage is an indigenous method

developed by FCI, wherein the food grains are stored in the open with adequate
precautions such as rat and damp proof plinths, use of Dunn age and covering of
stacks with specially fabricated polythene covers. This are typically used during peak
procurement seasons.

iii. SILOS - This is a structure used for storing bulk grains. The
various silos either managed by FCI or private parties cater to grains in
either bags or bulk form. Some silos have separate pre storage silos where
cleaning and disinfestation is done before they can be transported to the

27
long storage silos. Similarly there are shipping silos where stocks are being
sent before transportation to rakes or trucks.

It is important to note that majority of the food grain production in the

country is happening in the northern part and hence FCI has to move these
food grain stocks efficiently with minimum transit loss to depots across
other parts of the country. Railway network is the primary mode of
movement of food grains, followed by road, ship and riverine.

28
2.3. OBJECTIVE OF FOOD CORPORATION OF INDIA

The Food Corporation of India was setup under the Food Corporation Act 1964, in
order to fulfill following objectives of the Food Policy :

 Effective price support operations for safeguarding the interests of the farmers.
 Distribution of food grains throughout the country for public distribution
system
 Maintaining satisfactory level of operational and buffer stocks of food grains
to ensure National Food Security

In its 50 years of service to the nation, FCI has played a significant role in India's
success in transforming the crisis management oriented food security into a stable
security system. FCI's Objectives are:

 To provide farmers remunerative prices

 To make food grains available at reasonable prices, particularly to vulnerable
section of the society
 To maintain buffer stocks as measure of Food Security
 To intervene in market for price stabilization

29
2.4. FUNCTIONS OF FOOD CORPORATION OF FCI:

1.PROCUREMENT

The Government policy of procurement of Food grains has broad objectives of

ensuring MSP to the farmers and availability of food grains to the weaker sections at
affordable prices. It also ensures effective market intervention thereby keeping the
prices under check and also adding to the overall food security of the country.

FCI, the nodal central agency of Government of India, along with other State
Agencies undertakes procurement of wheat and paddy under price support scheme .
Coarse grains are procured by State Government Agencies for Central Pool as per the
direction issued by Government of India on time to time. The procurement under
Price Support is taken up mainly to ensure remunerative prices to the farmers for their
produce which works as an incentive for achieving better production.

Before the harvest during each Rabi / Kharif Crop season, the Government of India
announces the minimum support prices (MSP) for procurement on the basis of the
recommendation of the Commission of Agricultural Costs and Prices (CACP) which
along with other factors, takes into consideration the cost of various agricultural
inputs and the reasonable margin for the farmers for their produce.

To facilitate procurement of food grains, FCI and various State Agencies in

consultation with the State Government establish a large number of purchase centers
at various mandis and key points. The number of centers and their locations are
decided by the State Governments, based on various parameters, so as to maximize
the MSP operations. For instance for Wheat procurement 13789 procurement centers
were operated during RMS 2019-20 & for Rice procurement more than 45,000
procurement centers are operating in KMS 2018-19. Such extensive & effective price
support operations have resulted in sustaining the income of farmers over a period and
in providing the required impetus for higher investment in agriculture sector for
improved productivity.

Whatever stocks which are brought to the Purchase centers falling within the
Government of India’s specifications are purchased at the fixed support price. If the

30
farmers get prices better than the support price from other buyers such as traders /
millers etc., the farmers are free to sell their produce to them. FCI and the State
Government/its agencies ensure that the farmers are not compelled to sell their
produce below support price.

2. Storage

Another facet of the Corporation’s manifold activities is the provision of scientific

storage for the millions of tones of foodgrains procured by it. In order to provide easy
physical access in deficit, remote and inaccessible areas, the FCI has a network of
storage depots strategically located all over India. These depots include Silows,
Godowns and an indigenous method developed by FCI, called Cover and
Plinth (CAP).

3. Movement

Movement plays a very important role in the working of FCI as well as in fulfilling
the objectives of Food Policy and National Food Security Act.
FCI undertakes movement of foodgrains in order to:

 Evacuate stocks from surplus regions

 Meet the requirements of deficit regions for NFSA/ TPDS( Targeted Public
distribution System) and Other Schemes
 Create buffer stocks in deficit regions

Punjab, Haryana and Madhya Pradesh are the surplus States in terms of wheat
procurement vis-a-vis their own consumption. Punjab, Haryana, Andhra Pradesh/
Telengana, Chhattisgarh and Odisha are surplus States in terms of rice procurement
vis-à-vis their own consumption. Surplus stocks of wheat and rice available in these
States are moved to deficit States to meet the requirements under NFSA/ TPDS and
other schemes as well as to create buffer stocks.

On an average 40 to 42 million tonnes of foodgrains are transported by FCI across the

country in a year. FCI undertakes massive movement operation of foodgrains all over
the country encompassing around 1906 FCI owned & hired depots/Slios, 557 rail-
heads (owned by Indian Railways and others) and 98 FCI own sidings.

31
Movement Plan is prepared on monthly basis keeping in view:

 Quantity available in surplus regions

 Quantity required by deficit regions
 Likely procurement
 Vacant storage capacity both in consuming as well as procuring regions
 Monthly allotment/ off take of foodgrains

Mode of Transportation

Movement of food grains is undertaken by Rail, Road and Waterways. Around 85%
of stocks are moved by rail to different parts of the country. Inter-State movement by
road is mainly undertaken in those parts of the country which are not connected by
rail. A small quantity is also moved by ocean vessels to Lakshadweep and A&N
Islands as well as through coastal shipping and riverine movement to Kerala/Agartala
(Tripura).

FCI has 98 own Rail sidings, where foodgrain rakes are placed directly at FCI depots.
Other than that, foodgrain stocks are transported ‘to and fro’ from the nearest rail-
heads of Indian Railways.

FCI has been able to ensure availability of sufficient foodgrain in all States by proper
planning. About a decade back, nearly 90% of stocks were moved Ex-North mainly
from Punjab & Haryana, which has now come down to 72% due to increase in
procurement of rice in Andhra Pradesh, Chhattisgarh, Odisha & West Bengal and
wheat in Madhya Pradesh, Uttar Pradesh and Rajasthan.

32
2.5. VISION AND MISSION

Vision

 Ensuring Food Security for citizens of the country.

Mission

 Efficient procurement at Minimum Support Price (MSP), storage and

distribution of food grains.
 Ensuring availability of food grains and sugar through appropriate policy
instrument; including maintenance of buffer stocks of food grains.
 Making food grains accessible at reasonable prices, especially to the weak
errand vulnerable sections of the society under PDS (Public Distribution
System).

33
 2.6. ORGANISATIONAL STRUCTURE OF F.C.I.

HEADQUARTERS

Zonal office Zonal office Zonal office Zonal office Zonal office
NORTH EAST WEST SOUTH NORTH-EAST

ZIT ZIT ZIT ZIT ZIT

Delhi Region Bihar Chhattisgarh AP Region Arunachal
Region region Region
Jharkhand
Haryana region Maharashtra Karnataka Region N&M Region
Region Orissa Region

J&K Region region MP Region Kerala Region NEF Region

Punjab WB Region Tamil Nadu Guwahati
Region Region Region
Rajasthan
Region
UP Region
Uttarakhand
Region

34
2.7. ORGANIZATIONAL HIERARCHY OF F.C.I

Chairman-cum-Managing Director
H.Q level

Executive Director(s)

Deputy General Manager(s)

Executive Director

Zonal level
Deputy General Manager(s)

Genera l Manager

Deputy General Manager (s) Regional level

Assistant General Manager(s)

Area Manager
District level

Manager(s)

(General, Finance, Admin, Storage, Contract,Commercial,

Legal, Industrial Relation, Accounts, Computer, Movement,
Housekeeping, Security)

Manager Depot Level

(Source: Annual Report of FCI 2007-08)

35
 Chapter 3
LITERATURE REVIEW

36
LITERATURE REVIEW- 3.1

TOPIC: A STUDY ON LABOUR WELFARE MEASURES AND SOCIAL

SECURITY ON SELECTED ENGINEERING UNIT OF AHMADABAD.

PUBLISHER: IBMRD’s Journal of Management & Research

PUBLICATION YEAR: 1st March, 2017

OBJECTIVES:

1. To study the employees’s Welfare Measures and Social Security.

2. To know the employees’s level of satisfaction towards the Welfare Measures &
Social Security.

METHODOLOGY: Data Sources-Primary data is used through structured

Questionnaire and secondary data from secondary source like, Journals, Article, etc.

DATA COLLECTION: Data is collected with the help of structured questionnaire.

DATA ANALYSIS AND INTERPRETATION: ANOVA is used for Data Analysis

and interpretation to reach at conclusion.

SAMPLE SIZE: 100 employees are taken into consider as sample in selected
engineering unit of Ahmadabad.

FINDINGS: The study revealed that most of respondents are satisfied towards all
welfare and social security measures.

37
LITERATURE REVIEW- 3.2

TOPIC: EMPLOYEE WELFARE MEASURES IN MEDIUM SCALE INDUSTRY:

A STUDY WITH REFERENCE TO STATUTORY WELFARE MEASURES IN
NASHIK MIDC

PUBLISHER: International Journal of Management Research & Review (IJMRR)

AUTHOR: Supriya Bhagat

PUBLICATION DATE & YEAR: Feb-2015

OBJECTIVES:

1. To have an idea about the concept of welfare measures.

2. To analyze and interpret about the statutory welfare measures in the sample study.
3. To recommend suggestion to strengthen statutory welfare measures at medium
scale industry.

METHODOLOGY: The purpose of the study is to measure the employee attitude

regarding the welfare measures provided in the sample part. To the specific objectives
of the study the data has been collected through primary data; questionnaire method
has been followed.

RESEARCH DESIGN: The study is of explanatory in nature. The sample was chosen
from Industries located in Nashik MIDC .For the present study random 10 medium
scale industries were selected .The sample size was 50. Questionnaire method was
used to get the data from the respondents. In order to fulfill the objectives and to get
the data primary and secondary sources were used.
Percentage Analysis method was used to analyze and interpret results and achieves
research objectives.

LIMITATIONS OF THE STUDY:

1. The study is limited to only some of the medium scale Industries located in Nashik
MIDC.
2. Time factor is also one of the limitations to the study.

38
FINDINGS:

It is witnessed that majority of respondents from medium scale industries are having
improper cleanliness facilities at their workplace. Majority agreed that they are getting
adequate sitting facility at their place of work. Majority of the respondents admitted
that provisions of first aid facilities are provided by the employer to the employees.
Also it has been found that some respondents are contented with the drinking water
facility provided at the workplace. It is highlighted that adequate provisions of
lighting is made available at the working area. Lastly it is concluded that respondent
feels that satisfactory safety provisions are provided at the working area.

39
 Chapter 4

OBJECTIVES, SCOPE AND LIMITATIONS OF THE

STUDY

40
4.1. OBJECTIVES OF THE STUDY
The main objectives of the study are as follows :-

1. To study the implementation of Labour Welfare Measures provided by Food

Corporation of India with respect to labour legislation in India.

2. To measure the satisfaction level of workers with respect to the welfare facilities
provided by Food Corporation of India.

41
4.2. SCOPE OF THE STUDY
 The study has been conducted in the New Guwahati Depot to bring out the
satisfaction level of workers towards various welfare facilities.
 The study helps to know whether the organization is providing all the benefits
to the workers in the New Guwahati Depot.
 It helps the organization to improve workers morale towards their job.
 To know the workers satisfaction level towards organization’s adequate and
suitable provision of welfare facilities such as housing and children’s
educational benefits.
 Satisfying or fulfilling the safety and security needs of the workers, would
give them a better motivation and more time to concentrate on job
performance. A voluntary approach on the part of the management to offer
welfare programmes which are over and above what is laid down by the law
boost the morale of the workers and motivate them to perform better.

42
4.3. LIMITATIONS OF THE STUDY

1. The first limitation is that primary data is collected from the labours during their
little leisure hours through personal interview and co-operation in responding to the
schedule was not encouraging.

2. The second limitation is that some respondents did not give information because of
their busy work schedules.

3. The third limitation is that it is very difficult to obtain data relevant to the study as
every company or organization has some internal and confidential facts and figures.

43
 Chapter 5
Research Methodology

44
5.1. Meaning of Research

Research in common parlance refer to a search for knowledge. One can also
define research as a scientific systematic search for pertinent information on a specific
topic. In fact, research is an art of scientific investigation. The Advanced Learner’s
Dictionary of Current English lays down the meaning of research as “a careful
investigation or inquiry especially through search for new facts in any nbranch of
knowledge”. Some people consider research as movement, A movement from the
known to the unknown. It is actually a voyage of discovery. We all possess the vital
instinct of inquisitiveness for when the unknown confronts us, we wonder and our
inquisitiveness is the mother of all knowledge and the method, which man employs
for obtaining the knowledge of whatever the unknown, can be termed as research.

5.2.Definition of Research

According to Redman and Mory:

Research means “systematized effort to gain new knowledge.”

5.3. Data Collection

To achieve the objective of the data for the present study was collected as under.

a) Primary Data:- The primary data collection was done with the help of survey. A
questionnaire regarding labour welfare amenities was designed and administered. All
the information was collected with the help of face to face interview with workers.

b) Secondary Data:- The secondary data collection was possible with the help of
official records, the past project and the general information collected with the help of
Food Corporation of India. This data can be collected using the following.

1) Books

2) Websites

5.4. Sampling Plan

Sample Size Selection:

Sample size is determined on the population of corporation as well as it is also

dependent on nature of population, Nature of classes proposed, Nature of study and
45
type of sampling. The total no of workers are 252. The sample size of the project is
about 100 workers.

5.5. Method of Sampling

Probability sampling method is used for the study as it is also known as “Simple
Random Sampling” under this sampling design, every item of the universe has an
equal channel of inclusion in the sample. Random sampling from a finite population
refers to that method of sample selection which gives each possible sample
combination an equal probability of being picked up and each item in the entire
population to have an equal chance of being included in the sample.

5.6. Research Design

Descriptive research: Descriptive research are those studies which are concerned with
describing the characteristics of a particular individual, or a group. The aim is to
obtain complete and accurate information in the said studies; the procedure to be usd
must be carefully planned.

5.7. Questionnaire Design

Closed ended questionnaire design is used in this study

5.8. Statistical Methods

The statistical methods used herein are-

1. Pie- chart

2. Bar- chart

3. Reliabilty Test

4. Table

The results are further analysed and interpreted.

46
 Chapter 6
DATA ANALYSIS AND FINDINGS

47
6.1. DATA ANALYSIS:

6.1.1 Demographic Data

6.1.1.1 Gender

Chart- 1
Female %
12%

Male %
88%

Table-1

Gender

Frequency Percent Valid Percent Cumulative

Percent

Male 88 88.0 88.0 88.0

Valid Female 12 12.0 12.0 100.0

Total 100 100.0 100.0

Interpretation: Out of 100 respondents, 88 were male i.e. 88% of the sample size
and 12 were female i.e. 12% of the sample size.

48
6.1.1.2 Age

Table-2

Age-Group * Gender Crosstabulation

Count

Gender Total

Male Female

20-25 1 0 1

26-30 33 1 34

Age-Group 31-35 11 3 14

36-40 42 8 50

41-50 1 0 1
Total 88 12 100

Interpretation: From the above crosstabulation of Age-Group and Gender it is found

that 1 respondent is Male between the Age-Group of 20-25, 33 respondents is Male
and 1 respondent is Female between the Age-Group of 26-30, 11 respondents is Male
and 3 respondents is Female between the Age-Group of 31-35, 42 respondents is Male
and 8 respondents is Female between the Age-Group of 36-40, 1 respondent is Male
between the Age-Group of 41-50.

49
6.1.2 Reliability Test (Cronbach’s Alpha):

RELIABILITY
/VARIABLES=Question2 Question3 Question4 Question9 Question10
Question11 Question12 Question13 Question14
/SCALE('ALL VARIABLES') ALL
/MODEL=ALPHA.

Chart-2

Scale: ALL VARIABLES

Case Processing Summary

N %
Valid 100 100.0

Cases Excludeda 0 .0

Total 100 100.0

a. Listwise deletion based on all variables in the procedure.

Reliability Statistics

Cronbach's N of Items
Alpha

.569 9

 Reliability Test was conducted to see if the data is consistent and reliable.

 For data to be reliable, the test value should be > 0.7

 For 5 likert scale questionnaire, the reliability was 0.569

 This shows the data obtained is not reliable.

50
6.1.3 PERCENTAGE ANALYSIS OF THE DATA

1. Are you aware of various welfare facilities provided by Food Corporation of

India?

Table-3

Are you aware of various welfare facilities provided by FCI?

Frequency Percent Valid Percent Cumulative

Percent

Yes 84 84.0 84.0 84.0

Valid No 16 16.0 16.0 100.0

Total 100 100.0 100.0

Chart-3

90% 84%
80%
70%
60%
50%
40% Series1

30%
20% 16%

10%
0%
Yes % No %

Interpretation: The Table depicts that out of 100 respondents, 84%

respondents(84%) are aware of various welfare facilities provided by Food
Corporation of India whereas 16 respondents(16%) are not aware of various welfare
facilities provided by Food Corporation of India.

51
2. The workplace is regularly cleaned and keep hygienic.

Table-4

The workplace is regularly cleaned and keep hygienic.

Frequency Percent Valid Percent Cumulative
Percent

Strongly Agree 82 82.0 82.0 82.0

Agree 1 1.0 1.0 83.0

Neutral 1 1.0 1.0 84.0

Valid
Strongly Disagree 3 3.0 3.0 87.0

Disagree 13 13.0 13.0 100.0

Total 100 100.0 100.0

Chart- 4
90%
82%
80%

70%

60%

50%

40% Series1
30%

20% 13%
10% 3%
1% 1%
0%
Strongly Agree % Neutral % Strongly Disagree %
Agree % Disagree %

Interpretation: From the above table it is found that 82% respondents were Strongly
Agree that the workplace is regurarly cleaned and keep hygienic, 1% of respondents
Agree that workplace is cleaned always and keep hygienic, 1% of respondent is
Neutral about maintenance of the workplace, 3% of the respondents Strongly
Disagree and 13% of respondents Disagree regarding the cleanliness maintained in
the workplace.

52
3. The organization provides proper lightning facilities in the workplace.

Table-5

The organization provides proper lightning facilities in the workplace.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 32 32.0 32.0 32.0

Agree 25 25.0 25.0 57.0

Neutral 1 1.0 1.0 58.0

Valid
Strongly Disagree 7 7.0 7.0 65.0

Disagree 35 35.0 35.0 100.0

Total 100 100.0 100.0

Chart- 5
40%
35%
35% 32%
30%
25%
25%

20%
Series1
15%

10% 7%
5%
1%
0%
Strongly Agree % Neutral % Strongly Disagree %
Agree % Disagree %

Interpretation: Out of 100 respondents, 32 respondents i.e (32%) Strongly Agree

that the organization provides proper lightning facilities in the workplace, 25
respondents i.e( 25%) Agree that organization provides lightning facilities in the
workplace, 1 respondent i.e (1%) is neutral, 7 % of respondents Strongly Disagree and
35% of simply disagree that the organization donot provides proper lightning
facilities in the workplace.

53
4. The sitting arrangement of the organization is up to the level of satisfaction.

Table- 6

The sitting arrangement of the organization is up to the level of satisfaction

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 6 6.0 6.0 6.0

Agree 10 10.0 10.0 16.0

Neutral 1 1.0 1.0 17.0

Valid
Strongly Disagree 75 75.0 75.0 92.0

Disagree 8 8.0 8.0 100.0

Total 100 100.0 100.0

Chart- 6
80% 75%
70%
60%
50%
40%
Series1
30%
20%
10% 8%
10% 6%
1%
0%
Strongly Agree Agree % Neutral % Strongly Disagree %
% Disagree %

Interpretation: From the following table it shows that out of 100 respondents, 6
respondents Strongly Agree regarding sitting arrangement in the organization, 10
respondents Agree that sitting arrangement in the organization is up to the level of
satisfaction, 1 respondent is neutral, 75 respondents Strongly Disagree regarding
sitting arrangement and 8 respondents Disagree of the organization sitting
arrangement.

54
5. The availability of First Aid boxes in the workplace is satisfactory.

Table- 7

The availability of first-aid boxes in the workplace is satisfactory

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 71 71.0 71.0 71.0

Satisfied 7 7.0 7.0 78.0

Average 12 12.0 12.0 90.0

Valid
Highly Dissatisfied 7 7.0 7.0 97.0

Dissatisfied 3 3.0 3.0 100.0

Total 100 100.0 100.0

Chart- 7
80%
71%
70%

60%

50%

40%
Series1
30%

20%
12%
10% 7% 7%
3%
0%
Highly satisfied Satisfied(%) Average(%) Highly Dissatisfied(%)
(%) dissatisfied(%)

Interpretation: Out of 100 respondents, 71 respondents were Highly Satisfied

regarding the availability of first aid boxes in the workplace, 7 respondents were
satisfied, 12 respondents were Average, 7 respondents were Highly Dissatisfied
regarding the availability of first aid boxes in the workplace and 3 respondents were
Dissatisfied. Hence it it is clear that majority of the respondents were satisfied
regarding the availability of first aid boxes in the workplace.

55
6. The supply of uniform and shoes by the organization is satisfactory.

Table- 8

The supply of uniform and shoes by the orgnaization is satisfactory

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 46 46.0 46.0 46.0

Satisfied 42 42.0 42.0 88.0

Valid Average 1 1.0 1.0 89.0

Dissatisfied 11 11.0 11.0 100.0

Total 100 100.0 100.0

Chart- 8
50%
46%
45% 42%
40%

35%

30%

25%
Series1
20%

15%
11%
10%

5%
1% 0%
0%
Highly satisfied Satisfied(%) Average(%) Highly Dissatisfied(%)
(%) dissatisfied(%)

Interpretation: Out of 100 respondents, 46% respondents are Highly Satisfied , 42%
respondents are satisfied , 1 respondent is average, 0% respondent is highly
dissatisfied and 11% respondents are Dissatisfied. Hence it is clear that the workers
are happy regarding the supply of uniform and shoes by the organization except a
very few.

56
7. The Educational benefits for children provided y the organization is
satisfactory.

Table- 9

The educational benefits for children provided by the organization is satisfactory.

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 79 79.0 79.0 79.0

Satisfied 11 11.0 11.0 90.0

Valid
Dissatisfied 10 10.0 10.0 100.0

Total 100 100.0 100.0

Chart- 9
90%
79%
80%

70%

60%

50%

40% Series1

30%

20%
11% 10%
10%
0% 0%
0%
Highly satisfied Satisfied(%) Average(%) Highly Dissatisfied(%)
(%) dissatisfied(%)

Interpretation: Out of 100 respondents, 79respondents were Highly Satisfied

regarding the educational benefits for children provided by the organization, 11
respondents were satisfied of the educational benefits for children and 10 respondents
were Dissatisfied regarding free educational benefits provided by the organization.

57
8. The housing facilities provided by the organization is up to the level of
satisfaction.

Table- 10

The housing facilities provided by the organization is up to the level of satisfaction.

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 10 10.0 10.0 10.0

Satisfied 10 10.0 10.0 20.0

Average 13 13.0 13.0 33.0

Valid
Highly Dissatisfied 62 62.0 62.0 95.0

DIssatisfied 5 5.0 5.0 100.0

Total 100 100.0 100.0

Chart- 10
70%
62%
60%

50%

40%

30% Series1

20%
13%
10% 10%
10% 5%

0%
Highly Satisfied(%) Average(%) Highly Dissatisfied(%)
satisfied (%) dissatisfied(%)

Interpretation: Out of 100 respondents, 10 respondents were Highly Satisfied of the

housing facilities, 10 were Satisfied, 13 respondents were Average of the housing
facilities, 62 respondents were very much Highly Dissatisfied regarding the housing
facilities provided by the organization and 5 respondents were Dissatisfied. Hence it
is clear that the organization fails to provided proper housing facilities for the
employees and labours working in the organization.

58
9. The price of the food are provided at sustainable rate.

Table-11

The price of the food are provided at sustainable rate.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 58 58.0 58.0 58.0

Agree 37 37.0 37.0 95.0

Valid
Disagree 5 5.0 5.0 100.0

Total 100 100.0 100.0

Chart- 11
70%

60% 58%

50%

40% 37%

30% Series1

20%

10% 5%
0% 0%
0%
Strongly Agree Agree % Neutral % Strongly Disagree %
% Disagree %

Interpretation: Out of 100 respondents, 58 respondents Strongly Agree that price of

the food are provided at sustainable rate, 57 respondents Agree that price of the food
is at sustainable rate and 5 respondents Disagree that the price of the provided is not at
sustainable rate. Hence it is clear that majority are satisfied with the price of the food.

59
10. The water provided is pure for drinking.

Table-12

The water provided is pure for drinking.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 49 49.0 49.0 49.0

Agree 44 44.0 44.0 93.0

Valid
Strongly Disagree 7 7.0 7.0 100.0

Total 100 100.0 100.0

Chart- 12
60%

49%
50%
44%

40%

30%
Series1
20%

10% 7%

0% 0%
0%
Strongly Agree Agree % Neutral % Strongly Disagree %
% Disagree %

Interpretation: Out of 100 respondents, 49 respondents Strongly Agree that the

water provided is pure for drinking, 44 respondents Agree that water provided is pure
for drinking and 7 respondents Strongly Disagree that the water provided is not pure
for drinking.

60
11. The working hours of the organization is up to the level of satisfaction.

Table- 13

The working hours of the organization is up to the level of satisfaction.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 24 24.0 24.0 24.0

Agree 61 61.0 61.0 85.0

Valid Strongly Disagree 14 14.0 14.0 99.0

Disagree 1 1.0 1.0 100.0

Total 100 100.0 100.0

Chart- 13
70%
61%
60%

50%

40%

30% Series1
24%

20%
14%

10%
0% 1%
0%
Strongly Agree Agree % Neutral % Strongly Disagree %
% Disagree %

Interpretation: Out of 100 respondents, 24 respondents Strongly Agree that the

working hours of the organization is up to the level of satisfaction, 61 respondents
Agree about the working hours in the organization, 14 respondents Strongly Disagree
about the working hours in the organization and 1 respondent disagree about the
working hours in the organization. Hence it is clear that majority of the respondent are
satisfied about the working hours and the rest is not satisfied.

61
12. The Transportation facilities provided y the organization is up to the level of
satisfaction.

Table- 14

The transportation facilities provided by the organization is up to the level of

satisfaction.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 49 49.0 49.0 49.0

Agree 15 15.0 15.0 64.0

Valid Strongly Disagree 26 26.0 26.0 90.0

Disagree 10 10.0 10.0 100.0

Total 100 100.0 100.0

Chart-14
60%

50%

40%

30%
Series1
20%

10%

0%
Strongly Agree Agree % Neutral % Strongly Disagree %
% Disagree %

Interpretation: Out of 100 respondent, 49 respondent strongly agree, 15 respondent

agree, 26 respondent strongly disagree and 10 respondent disagree. Hence it can e
said that majority of the respondent are satisfied with the transportation facilities
provided y the organization while a few respondents are not satisfied regarding the
transportation facility provided y the organization.

62
13. The latrines and urinals facilities provided by the organization is up to the
level of satisfaction.

Table- 15

The latrines and urinals facilities provided by the organization is up to the level of
satisfaction.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 59 59.0 59.0 59.0

Agree 8 8.0 8.0 67.0

Valid
Disagree 33 33.0 33.0 100.0

Total 100 100.0 100.0

Chart- 15
70%
59%
60%

50%

40%
33%
30% Series1

20%
8%
10%
0% 0%
0%
Strongly Agree % Neutral % Strongly Disagree %
Agree % Disagree %

Interpretation: Out of 100 respondents, 59 respondents Strongly Agree regarding

latrines and urinals facilities provided y the organization, 8 respondents Agree that
latrines and urinals fecilities provided by the organization is up to the level of
satisfaction and 33 respondents Disagree about the latrines and urinals facilities
provided by the organization.

63
14. The Recreational facilities of the organization is up to the level of satisfaction.

Table- 16

The Recreational facilities of the organization is up to the level of satisfaction.

Frequency Percent Valid Percent Cumulative

Percent

Strongly Agree 39 39.0 39.0 39.0

Agree 15 15.0 15.0 54.0

Valid Neutral 19 19.0 19.0 73.0

Strongly Disagree 27 27.0 27.0 100.0

Total 100 100.0 100.0

Chart- 16
45%
39%
40%
35%
30% 27%
25%
19%
20% Series1
15%
15%
10%
5%
0%
0%
Strongly Agree Agree % Neutral % Strongly Disagree %
% Disagree %

Interpretation: Out of 100 respondents, 39 respondents Strongly Agree that

recreational facilities of the organization is up to the level of satisfaction, 15
respondents Agree about satisfaction level of recreational facilities, 19 respondents is
neutral, and 27 respondents Strongly Disagree about the recreational facilities of the
organization.

64
15. Are you satisfied with overall medical facilities provided by the organization?

Table- 17

Are you satisfied with overall Medical facilities provided by the organization?

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 45 45.0 45.0 45.0

Satisfied 31 31.0 31.0 76.0

Valid
Highly Dissatisfied 24 24.0 24.0 100.0

Total 100 100.0 100.0

Chart- 17
50%
45%
45%

40%

35%
31%
30%
24%
25%
Series1
20%

15%

10%

5%
0% 0%
0%
Highly satisfied Satisfied(%) Average(%) Highly Dissatisfied(%)
(%) dissatisfied(%)

Interpretation: Out of 100 respondents, 45 respondents were Highly Satisfied

regarding the overall medical facilities provided by the organization, 31 respondents
Satisfied with the overall medical facilities and 24 respondents were Highly
Dissatisfied with the free medical and overall medical facilities and hospitals
empelled for them.

65
6.2. FINDINGS

This chapter is based on the analysis and interpretation, the collection of data and
analysis; Interpretations get some results in here findings .

The results are based on the welfare measures of labours and overall study of
the Food Corporation of India related with welfare activities and through the analysis
of the primary and secondary data.

1. All workers are not aware regarding various welfare benefits of Food
Corporation of India. Hence the organization needs to make them aware regarding the
various welfare facilities. The organization needs to improve the overall
communication channels as many employees are not very clear on the benefits
available for them.

2. The workers are satisfied with the cleanliness maintained in the workplace. The
management needs to inspect regular regarding the cleanliness in the workplace. They
should provide spittoons and dustbin in each and every corner.

3. The workers are satisfied regarding proper lightning facilities in the workplace. The
management needs to check and maintains lightning facilities for the workers working
during night hours.

4. The management needs to provide rest rooms and lunch rooms for the workers. The
workers are not satisfied with the lunch rooms and rest rooms facility provided by the
organization.

5. The organization needs to focus more on the First Aid Boxes because the workers
has to deal with the everyday challenges that can cause injury in any point of time.

6. The workers are not overall highly satisfied regarding supply of uniform and shoes.
The management needs to check whether all the workers has availed the benefits.

7. All the workers are highly satisfied with the educational assistance provided for
their children education. They also get hostel subsidy and transport allowance for
their children.

66
8. During the personal interaction with the workers it is found that they were not
provided housing facilities instead provided house rent allowances.

9. The workers are happy with the food they get from the canteens at a reasonable
price.

10. All workers are not satisfied with the arrangement of drinking water facility in the
organization because there is not sufficient water cooling machines installed in the
workplace. The organization needs to set-up pure water drinking machines in the
workplace.

11. Maximum workers strongly agree regarding the working hours of the
organization. Workers are flexible regarding the working hours in the organization.

12. Regarding the transportation facilities the workers are overall not satisfied. The
organization needs to improve transportation facilities for the workers working in the
organization.

13. Majority of the workers are satisfied with the availability of latrines and urinals
facility in the organization.

14. The workers are not satisfied regarding recreational facilities provided by the
organization. More recreational facilities can lead to workers distracted from their job.

15. Majority of the workers are highly satisfied with the free medical facility provided
by the organization.

67
 Chapter 7
CONCLUSION AND SUGGESTIONS

68
7.1. CONCLUSION
By conducting this study it is acquired much more knowledge regarding workers
health, safety and welfare and how it contributes towards the organization success.
Health and safety measures helped in reducing industrial accidents. Company also
giving training to employees about how to use all safety measures while working a
task.

To increase the productivity level of employees the organization should have to

provide all safety and welfare measures. The growth and success of the organization
depends on employees.

Majority of the respondents were found to be satisfied with the safety measures in
their companies. This reveal that a majority of respondents are satisfied with the
existing welfare measures. The management may take up steps to convert these into
highly satisfactory. The few welfare measures which were dissatisfactory were
transportation facility and seasonal benefits and hygienic conditions in canteen. The
management of the organization may concentrate on these areas to increase the
satisfaction level of employees towards the welfare measures.

69
7.2. SUGGESTIONS
The suggestions are purely based on the data and the subsequent analysis.

The suggestions are intended for the overall improvement in the functioning of
organization and reduce the gap between the perception of workers, statutory
requirements and the company’s present practice by way of compliance.

1) Corporation needs to set counseling committee to solve the workers problem.

2) The medical facility provided by corporation are rated very well by workers.
Corporation needs to ensure continuity of the same.

3) The corporation may take necessary action to increase safety awareness among
workers at all levels.

4) The corporation may put quality checks on canteen facility for improvements in
food quality and cleanliness by way of committee involving labours.

70
REFERENCES

 Implementation of Factories Act 1948 at Gulbarga Division: Providing

Amenities & Benefits, by Kalyanrao K, published in International Journal of
Engineering Research & Technology by Kalyanrao K /01.January-2015/
ISSN: 2278-0181/Vol. 4/Issue 01, January-2015.

 Report of the High Level Committee on Reorienting the Role and

Restructuring of Food Corporation of India

 Annual Report of Food Corporation of India 2017-2018.

 Chapter 3-Labour Management and Incentive Payments of Report No.18 of
2017 Compliance audit Union Government Food Corporation of India Reports
of Ministry of Consumer Affair.

 A Textbook by Padhi on Labour and Industrial Laws, 2nd Edition, 2012, PHI
Learning Private limited, New Delhi.

 Employee welfare measures in medium scale industry: A study with reference

to statutory welfare measures in Nashik MIDC by Supriya Bhagat/Published
in International Journal of Management Research & Review/ Feb 2015/ISSN:
2249-7196/ Volume 5/Issue 2/Article No-7/113-116

71
ANNEXURE
Dear Respondent,

I, Pradip Kumar Singh, student of MBA, 3rd semester, The Assam Royal Global
University, Guwahati doing a project on “A Study on the labour welfare measures
provided by the Food Corporation of India (FCI) with special reference to
Kamrup District in Assam” shall be grateful if you kindly spare some valuable time
from your routine work and fill up the questionnaire which will help me to further
carry out my project as per the prescribed rules. The information will be kept
confidential and will be used for academic purposes only.

Gender: Male Female

Age _Group: a) 20-25 b) 26-30 c) 31-35 d) 36-40

e) 41-50

1. Are you aware of various welfare facilities provided by Food

Corporation of India?
a) Yes b) No

2. The workplace is regularly cleaned and keep hygienic.

a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

3. The organization provides proper lightning facilities in the workplace.

a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

4. The sitting arrangements of the organization is up to the level of

satisfaction.
a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

5. The availability of First Aid Boxes in the workplace is satisfactory.

a) Highly Satisfied b) Satisfied c) Average

d) Highly Dissatisfied e) Dissatified

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6. The supply of uniform and shoes by the organization is satisfactory.

a) Highly Satisfied b) Satisfied c) Average

d) Highly Dissatisfied e) Dissatified

7. The Educational benefit for children provided by the organization is

satisfactory.
a) Highly Satisfied b) Satisfied c) Average

d) Highly Dissatisfied e) Dissatified

8. The housing facilities provided by the organization is up to the level of

satisfaction.
a) Highly Satisfied b) Satisfied c) Average

d) Highly Dissatisfied e) Dissatified

9. The price of the food are provided at sustainable rate.

a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

10. The water provided is pure for drinking.

a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

11.The working hours of the organization is up to the level of satisfaction.

a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

12. The transportation facility provided by the organization is up to the

level of satisfaction.
a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

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13. The latrines and urinals facilities provided by the organization is up to
the level of satisfaction.
a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

14. Recreational facilities of the organization is up to the level of

satisfaction.
a) Strongly Agree b) Agree c) Neutral

d) Strongly Disagree e) Disagree

15. Are you satisfied with overall Medical facilities provided by the
organization?
a) Highly Satisfied b) Satisfied c) Average

d) Highly Dissatisfied e) Dissatisfied

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