FF Des

A SOCIO LEGAL STUDY ON SOCIAL SECURITY AND WELFARE MEASURES
FOR RICE MILLING WORKERS WITH SPECIAL REFERENCE TO RICE MILLING

INDUSTRY IN MANNACHANALLUR TOWN TIRUCHIRAPPALLI DISTRICT.
Dissertation for the Academic Year of 2020-2021
In Partial Fulfillment For
The Master Of Law In
Labour law and Administrative law
Awarded by
The Tamilnadu Dr. Ambedkar Law University, Chennai
Submitted by
PRABAKARAN S
PE16025
Guided by
Mrs. M. NIRMALA B.COM., M.L.,
Assistant Professor (Law)
GOVERNMENT LAW COLLEGE
TIRUCHIRAPPALLI
2021
1
Mrs. M.NIRMALA B.com., M.L., Government Law College,
Assistant Professor (Law)
Tiruchirappalli, Phone: 0431-2420324
CERTIFICATE
I hereby certify that the dissertation entitled “A SOCIO LEGAL STUDY ON SOCIAL
SECURITY AND WELFARE MEASURES FOR RICE MILLING WORKERS WITH
SPECIAL REFERENCE TO RICE MILLING INDUSTRY IN MANNACHANALLUR
TOWN TIRUCHIRAPPALLI DISTRICT” has been prepared by the candidate
PRABAKARAN S bearing the register number PE16025 under my supervision and guidance
and it is her bonafide work. The subject on which dissertation has been prepared is her original
work and it has not been previously the basis for the award of any degree, diploma, associate
ship, followership or other similar title.
Place: Tiruchirappalli Mrs. M. NIRMALA B.com., M.L.,

Date: Assistant Professor (Law)
Government Law College,
Tiruchirappalli.
2
DECLARATION
I, do hereby declare that the non – doctrinal research titled “A SOCIO LEGAL STUDY ON
SOCIAL SECURITY AND WELFARE MEASURES FOR RICE MILLING WORKERS
WITH SPECIAL REFERENCE TO RICE MILLING INDUSTRY IN
MANNACHANALLUR TOWN TIRUCHIRAPPALLI DISTRICT”, submitted to the
Government Law College, Tiruchirappalli affiliated to Tamilnadu Dr. Ambedkar Law
University in partial fulfillment of the requirement for the award of the degree of Master of law
is a record of the original work carried out by me under the supervision and guidance of Mrs.
M. NIRMALA B.com., M.L., Assistant Professor, Government Law College, Tiruchirappalli,
and this topic has not formed the basis for the award of any degree or diploma, either in this or
any other University.
Place: Tiruchirappalli (Signature of the Candidate)
Date:
PRABAKARAN S
PE16025
3
ACKNOWLEDGEMENT
My journey in obtaining my master degree is a precious part of my life and this dissertation
work is a memorable part of the journey. The writing of this dissertation has been one of the
most significant academic challenges, I have ever has to face. But for the support, patient and
guidance of the following people, I would not have completed this study. It is to them I owe
my deepest gratitude.
Foremost I wish to place on record the great debt of gratitude I owe to (almighty) the most
benevolent and merciful who blessed me with sufficient courage and capacity to carryout and
complete this study.
At this moment of accomplishment, first of all, I would like to express my sincere gratitude to
Professor Dr. M. Rajeswaran M.L.,Ph.D.,(Law) principal, Government Law College,
Tiruchirappalli. For having given me these opportunities to do this dissertation at the post
graduate level.
I express my deep and sincere gratitude to Mrs. M. Nirmala, B.com, M.L., Assistant
professor, Government Law College, Tiruchirappalli, whose support, encouragement and
guidance at every stage made me to complete the dissertation.
I would also like to thank Miss. K. Gowri, M.A, M.L., Assistant professor, for her constant
encouragement and insightful comments, I extent my sincere thanks to the Librarian,
Government Law college, Tiruchirappalli.
I bear the testimony to thank all those legal books authors, internet legal sources for guiding
me for completing this work.
I wish to express hearty thankfulness to my parents and my friends, whose blessings and
encouragement helped me at every stage of this study.
PRABAKARAN S
PE16025
4
S.N CONTENTS PAGE NO
# CERTIFICATE 2
# DECLARATION 3
# ACKNOWLEDGEMENT 4
# ABBREVIATION 8
# LIST OF THE TABLE 9
# LIST OF THE FIGURE 10
1 CHAPTER–1
INTRODUCTION 12-20
1.1 Profile Of Mannachanallur Town Panchayat 12
1.2 Rice Mill Industry 12
1.2.1 Process Of Rice Mill 13
1.3 Rice production in Tamilnadu 16
1.3.1 Rice Mill Industry In Mannachanallur 16
1.4 Research methodology 17
1.5 Research Type 17
1.6 Data Collection Method 18
1.7 Research Period 18
1.8 Geographical Area Of The Study
1.9 Research Instrument 18
1.10 Statistical Tools 18
1.11 Research Plan 19
1.12 Research question 19
1.13 Hypothesis Of Study 19
1.14 Structure Of The Thesis 19
2 CHAPTER-2
SOCIAL SECURITY ,WELFARE MEASURES AND 23-59
LEGISLATION FOR RICE MILLING WORKERS.
2.1 Social Security 22

2.1.1The ILO Social Security (Minimum Standards). 23
2.1.2 International Labour Standards on Social security 23
2.1.3 Social Security System In India 24
5
2.2 Welfare Measures In India 24
2.3 Statutory Social Security And Welfare Measures 25
2.3.1 Indian Constitution and Social Security And welfare 25
Measures
2.3.2 The Factories Act, 1948 28
2.3.3 The Minimum Wages Act, 1948 44
2.3.4 Employee’s Compensation Act, 1923 52
3 CHAPTER -3
SOCIAL SECUTRITY AND WELFARE MEASURES 60-87
AVAILABLE FOR RICE MILL WORKERS AND
REQUIREMENT OF WORKER
3.1.1 Rehabilitation of Bonded Labour 60
3.1.2 National Child Labour Project Scheme 61
3.1.3 Aam Admi Beema Yojana 62
3.2 The Tamilnadu Labour Welfare Fund schemes 62
3.3. Roll Of The Government For Rice Mill Workers Welfare 72
Measures
3.4 Rice Mill Industry Under Covid19 Situation 74
3.5 Requirement Of Worker 74
3.5.1Trade Union 74
3.5.2 Working Condition Improvement 74
3.5.3 Environments protection 79
3.5.4 Requirement of Safety Equipment 81
3.5.5.Health care 82
3.5.6. Social Security Requirement 83
3.5.7. Welfare Measures 85
4 CHAPTER -4 89-118
DATA ANALYSIS AND INTERPRETATION
5 CHAPTER-5 120-125
FINDINGS, CONCLUSION AND SUGGESTIONS
5.1 Findings 120
5.2 Conclusion 123
5.3 Suggestions 126
BIBILOGRABHY 127
6
QUESTIONNAIRES 129
ABBREVIATIONS:m
● AABY -Aam Aadmi Bima Yojna
● ILO - International labour organization
● AIR - All India Report
● LLJ - Labour law journal
● LLR - Labour law report
● SC - Supreme Court
● SCC -Supreme Court Cases
● Sec - Sections
● H.C - High Court
● T.N -Tamilnadu
● NGO - Non-Governmental Organisation
● NCLP - National Child Labour Project Scheme
● Govt - Government
● State Govt - Tamilnau Government
● Central govt - Government Of India
● Go - Government Order
● Kg - Kilogram
7
● Ha - Hectare
● Db - Decible
8
S.NO NAME OF THE TABLE PAGE. NO
TABLE Persons Maximum lifting weight of material, article,
39
2.1 tool
TABLE Number of workers and Number of taps for drinking
41
2.2 waters
TABLE
Minimum rates of basic wages per day 50
2.3
TABLE
Educational Scholarship given by labour welfare board 65
3.1
TABLE
Book Allowance given by labour welfare board 66
3.2
TABLE
Rent For Holiday Homes 70
3.3
TABLE
Manner Of Execution Of Schemes 71
3.4
TABLE
number of beneficiaries and amount spent on various
3.5 72
Labour Welfare Schemes
TABLE
Age 89
4.1
TABLE
Gender 90
4.2
TABLE
Education qualification 91
4.3
TABLE
Experience 92
4.4
TABLE
Working Hours 93
4.5
TABLE
Cleanliness Of Rice Mill Premises 94
4.6
Working Shift
TABLE 4.7 95
9
TABLE 4.8 Sufficient Drinking Water Facility 96
TABLE 4.9 Canteen Facilities 97
Separate Washing Facility For Both Male And Female

TABLE 4.10 98
Workers
TABLE 4.11 Creches 99

TABLE 4.12 Lunch Break 100
TABLE 4.13 Latrine And Urinal Facility 101
TABLE 4.14 Availability of Safety Equipments 102
TABLE 4.15 Term of payment of wages 103
TABLE 4.16 Basis Wage 104
TABLE 4.17 Mode Of Wage Payment 105
TABLE 4.18 Rate For Overtime 106
TABLE 4.19 Deductions In Wages 107
TABLE 4.20 Wage Increments 108
TABLE 4.21 Problem while receiving wage. 109
TABLE 4.22 Affected By Occupational Disease 110
TABLE 4.23 Affection by covid 19 111
TABLE 4.24 Compensation for covid19 pandemic 112
TABLE 4.25 Covid19 Precaution measures 113
TABLE 4.26 Changing working Pattern due to covid19 pandemic 114
TABLE 4.27 accident 115
TABLE 4.28 While Meet Accident 116
TABLE 4.29 Permanent Total Disablement 117
Temporary Disablement
TABLE 4.30 118
S.NO NAME OF THE FIGURE PAGE. NO

FIGURE
Age 89
4.1
FIGURE
Gender 90
4.2
10
FIGURE
Education qualification 91
4.3
FIGURE
Experience 92
4.4
FIGURE
Working Hours 93
4.5
FIGURE
Cleanliness Of Rice Mill Premises 94
4.6
FIGURE 4.7 Working Shift 95

FIGURE 4.8 Sufficient Drinking Water Facility 96
FIGURE 4.9 Canteen Facilities 97
FIGURE Separate Washing Facility For Both Male And Female

98
4.10 Workers
FIGURE
Creches 99
4.11
FIGURE
Lunch Break 100
4.12
FIGURE
Latrine And Urinal Facility 101
4.13
FIGURE
Availability of Safety Equipments 102
4.14
FIGURE
Term of payment of wages 103
4.15
FIGURE
Basis Wage 104
4.16
FIGURE
Mode Of Wage Payment 105
4.17
FIGURE
Rate For Overtime 106
4.18
FIGURE
Deductions In Wages 107
4.19
FIGURE
Wage Increments 108
4.20
FIGURE
Problem while receiving wage. 109
4.21
FIGURE
Affected By Occupational Disease 110
4.22
FIGURE
Affection by covid 19 111
4.23
FIGURE
Compensation for covid19 pandemic 112
4.24
FIGURE
Covid19 Precaution measures 113
4.25
11
FIGURE Changing working Pattern due to covid19 pandemic
114
4.26
FIGURE
Accident 115
4.27
FIGURE
While Meet Accident 116
4.28
FIGURE
Permanent Total Disablement 117
4.29
FIGURE Temporary Disablement
118
4.30
12
CHAPTER–I
INTRODUCTION
13
CHAPTER–1
INTRODUCTION
1.1 PROFILE OF MANNACHANALLUR TOWN PANCHAYAT
Manachanallur is a Selection Grade Town Panchayat in Mannachanallur Taluk,
District of Tiruchirappalli in the Indian state of Tamilnadu. Mannachanallur is located 18 km
from Trichy city. It well connected by road NH38 by the rude of Trichy to Thuraiyur, 5 km
away from NH 45,The main sources of transport is road. Nearest railway station is
Srirangam. And nearest airport at Trichy.
Mannachanallur Town Panchayat was established as Panchayat by G.O.No.419,
Dated : 15.02.1889 of Chennai Sthal Sthabanam and Municipal Administration, after that it
was upgraded as Town Panchayat G.O.No.1258, Dated : 07.06.1944. Now, it is functioning
as Selection Grade Town Panchayat vide upgrading Ni.Mu.No.167716/1979, Dated :
21.10.1970 of Chennai Municiapal Administration and Panchayat Dept. Mannachanallur
Town Panchayat is located at Center point of Mannachanallur in Edumalai road. Total
Square Kilo meter is 10.32 which included three revenue villages 1) Mannachanallur 2)
Ulunthangudi and 3) Melasridevimangalam. Total population is 27563 1. The Manachanallur
town panchayat is divided into 18 wards. Mannachanallur has sperate Member for the
Legislative Assembly and come under on Perambalur Lok Sabha constituency .
Majority people engaged in the rice mill and it's related job. Male and female both are
engaged in rice mill work. Here presently more than 80 modern rice mills are running. So far
the most of the people are engaged in rice production industries. All the rice mills are
producing boiled Ponni rice. Ponni rice is a variety of rice developed by Tamilnadu
Agricultural University
1.2 Rice Mill Industry
Rice is the most important crop in India and second most important one in the world.
It is the staple food for more than 3 million people in Asia. This industry produces basic mass
consumption food, for which demand from low and middle income groups both in rural and
urban areas have emerged. The rice milling industry is as old as the cultivation of paddy and
hence it is regarded as one of the oldest food processing industries in India. Processing of
paddy, by the addition of further stages of processing and adoption of more and more
advanced technology, requires large capital outlay and this would imply marked change in
the organizational pattern of the rice milling industry.2
1 Information available on http://www.townpanchayat.in/mannachanallur (visited on 22.02.2021)

2 S.P. Viramani, Processing and Milling of Food grains. Productivity, ( XIVth edn.1974,)p.451.
14
According to Rice Milling Industry (Regulation) Act of 1958, "rice mill" means the
plant and machinery with which and the premises, including the precincts thereof, in which or
in any part of which, rice-milling operation is carried in3.
"milling rice", with its grammatical variations, means recovering rice or any product
thereof from paddy with the aid of power4.
Milling is a general term used for processing of food grains into consumable form
keeping in mind the nutritive quality of the product as well as consumer's preference. It
facilitates storage of food grains and reduces wastage.5
Rice Mill industry fall under the food processing industry. Food processing industry is
a sub-sector of the agro-processing industry. Rice milling industry, being an agro-based
industry, plays a crucial role in accelerating the agricultural development by creating
backward linkages (supply of credit, inputs etc.) and forward linkages (processing,
marketing), adding value to the farmer's produce and opening up the possibility for exports.
India and china are the biggest rice producers in the world. The world paddy area
India ranks second in production next only to china. Rice is the primary source of
carbohydrates and protein besides, rice also contains small quantities of fat, ash, fibber and
moisture. Vitamins and mineral are present largely in bran and germ . It’s by products form
important components of poultry and dairy feed.
1.2.1 PROCESS OF RICE MILLLING
Paddy consists of husk and brown rice, brown rice, in turn, contains bran which
comprises the outer layer and the edible portion. Rice milling is removal or separation of
husk (dehusking) and bran to obtain the edible portion for consumption. For that following
process are required.
Paddy Cleaning
Essential for removal of undesired matter, paddy cleaning is given utmost importance
to ensure proper functioning of the Rice Milling machinery. Rough rice is passed through a
series of sieves and closed circuit aspiration system is provided to remove dust and light
impurities through positive air suction. Undesired material, heavier than rough rice (but of
similar size) is removed through a de-stoner or gravity separator. This machine works on the
principle of specific gravity. Stones and other heavy impurities, being heavier, stay on the
3 Sec 3(I) of The Rice Milling Industry (Regulation ) Act-1958

4 Sec 3(d) of The Rice Milling Industry (Regulation ) Act-1958
5 B.M. Desai, Food Processing Industiies- Management Performance and Development Strategy, 1991, p. 605
15
screen surface whereas rough rice, being lighter, fluidizes into the positive air gradient
created by an external source.
Soaking
The paddy rice is left to stay in the warm water overnight (10-24 hours) for the paddy
to imbibed water and become moisture saturated. The scientific principles here are enzymes
activation. A conducive environment is created after ~ content is cooled down for enzymes
and pigments transformation. Toxins are diluted and microbial pathogens may be inactivated
or removed at such high moisture level. The saturated grains expand and fill the hull’s lemma
making it lose in the process.
Steaming
The soaked paddy is then steamed in a pot with little water lining the pot. The high
moisture content in the grain is used to gelatinize the starch during the steaming process. The
steam is made to reach all sections of the pot by covering with jute sacks and polythene
sheets. The covering prevents the steam from escaping easily thereby creating a partial
pressure over the content that aid in inward movement of molecules in each gelatinous
kernel. When paddy begins to crack open their husks and there is steam vapor arising all over
pot it is an indication that steaming is enough. The heat also evaporates extra moisture in the
grain leaving concentrated nutrients in the kernel. The high temperature up to 80oC is able to
inactivates or kill some microorganisms and degrade toxins and other poisonous substances
present in the rice. Physico-chemical reaction processes e.g. gelatinization, starch
retrograding, pigment transformations, enzymes deactivations etc. are all facilitated by the
pressurized steaming process. This brings about improved flavor, color change and cooking
characteristics of the rice.
Drying
The steamed paddy is spread out quickly at an airy place to dry. Excessive sunshine is
avoided otherwise non uniform drying of kernel which results in breakage during milling.
Other scientific advantages of the drying processes could be the art of drying evaporate the
moisture and this concentrates solutes in the kernel drying will also stop microbial pathogens
from developing on steamed paddy. It compresses the gelatinous amylase starch together in a
compact mass and delocalizes it from the husk making dehusking (milling) easier.
Paddy De-husking
A streamlined paddy flow is directed into a pair of rubber rolls, rotating at different
speeds, in opposite directions. A horizontal inward pressure is applied on the rubble rollers,
pneumatically. Due to the difference in the seed of rotation, a shear force is generated on the
16
surface of hull (with two sides being rubber by tow rubber rolls) that breaks apart of the
surface/hull, Husk, being of lower specific gravity, is then separated form brown rice by a
closed circuit aspiration system. This process leads to breakage of brown rice. Although a
proper horizontal inward pressure is mot important factor for breakage or rice, de-husking
efficiency is equally important and should be maintained between 75 to 85%.
Paddy Separation
Rice surface is smooth as compared to rough paddy surface. This difference in surface
texture is utilized to separate brown rice from paddy through paddy separator. Grain surface
with smooth texture, being of higher width, is removed off along with red grains by precision
sizes.
Rice Whitening
Brown rice is rubbed with a rough surface, created using emery stones of specific
grid size. The rough emery removes off the brown bran layer. The radial velocity of the stone
wheels, grid size of the stones, clearance between stone surface & the other screen and the
external pressure on the outlet chamber of the whitening machines determine the extent of
whiteness. The bran layer removed from the surface if pneumatically conveyed to a separate
room for further processing /storage.
Rice Polishing
The surface of whitened rice is still rough and is smoothned by a humidified rice
polisher. The process involves rubbing of rice surface against another rice surface with
mystified air acting as lubricant between the two surfaces. Usually a modified version of this
process is used to produce superfine silky finish on rice surface.The bran layer removed from
the surface if pneumatically conveyed to a separate room for further processing/storage.
Rice Grading
Broken rice is removed from whole rice by passing the lot through a cylindrical indented
screen rotating at a particular speed. The broken/small grains, fit into the indents of the
rotating cylinder, are lifted by centrifugal force and gravitational pull falls the grains into a
trough. Adjusting the rotational speed and angle of trough can vary the average length of
grains.
17
1.3. Rice production in Tamilnadu
Tamilnadu is the Southern-most state in India. Paddy productivity in Tamilnadu has
always been the second highest in the country, next only to Punjab. The state total area of
cultivation is 18,28,919 hectare. Total production of rice is 66,38,456 metric ton, average
productivity was higher than Punjab. Over the last decade the average productivity ranged
from 3462 kg ha-1 to 5612kg ha-16. However, productivity enhancement was required to fill
ever increasing demand. Water scarcity was a major problem, its availability being dictated
by the monsoon.
Rice is cultivated in 31 districts of Tamilnadu. Out of which 31 districts are under high
productivity group and one district is under low productivity group. Triennium average area
of high productivity group (yield more than 2,500 kg/ha) comprising of 27 districts was 20.56
lakh hectares, which was 94.1% of triennium average area (21.84 lakh hectares) under rice in
the State. Triennium average production was 74.48 lakh tonnes, which was 97.6% of
triennium average production (76.31 lakh tonnes) of rice in the State. Triennium average
productivity of high productivity group comprising of 27 districts was 3,623 kg/ha as against
3,494 kg/ha triennium average productivity of the State7.
About 94% of total area under rice in the State is concentrated in high productivity
group, which accounts for about 98% of total production of rice in the State. In fact,
Tamilnadu ranks first in the country in productivity of rice. Triennium average productivity
of rice in Tamilnadu is 3,494 kg/ha, which is 79% higher than triennium average productivity
(1,947 kg/ha) of the country8.
1.3.1 Rice Mill Industry In Mannachanallur
Mannachanallur has a tradition in the production of single Boiled rice of about 100
years. Mannachanallur rice manufacturers are specialized in manufacturing single Boiled rice
which is very good for health compare to raw, steam rice. The process of converting raw
paddy into single Boiled paddy includes soaking, steaming and drying the paddy. The
Mannachanallur manufacturers are using our ground water which is naturally rich in lime for
soaking and steaming the paddy. Initial drying process is also carried out in vast yard in order
to reduce the steamed paddy's temperature quickly. This type of process gives natural white
6 Government Of Tamilnadu, Report on Salient statistics on agriculture, edition-2(2019) ( Agriculture

department)
7 Govt of India . Report: state wise analysis. (The Directorate of Rice Development )
8 Govt of India .The Directorate of Rice Development, Report: state wise analysis.
18
colour to the rice without over Polish. Food obtained from less polished single boiled rice
digests slowly and maintain blood sugar level. It is the uniqueness of mannachanallur rice
and it keeps it's popularity about 100 years .
Mannachanallur is also well know as "Rice city", These city is famous for Pooni rice
(a variety of single boiled rice). Ponni rice is a variety of rice developed by Tamilnadu
Agricultural University in 1986. It is widely cultivated in Tamilnadu a state in India, and is a
hybrid variety of Taichung65 and Myang Ebos 6080/2. Since the Kaveri is also called
'Ponni' in Tamil literature, the rice could have been named after the river. The rice is mostly
cultivated along the banks of the Kaveri in the cities of Ariyalur, Trichy, Madurai and its
south. The variety is rich in calories with up to 5 kcal per particle of rice. The company
Ponni and Sona Mera are the biggest customers of the product rice. Ponni rice could be
cultivated in any land, with high quality water, but best grown in Tamilnadu in the Kaveri
water. The rice (finished product, after being threshed and winnowed of 'chaff') is exported
to some parts of Europe, North, east and west Asia and Africa and Middle East but a large
amount is distributed to Southeastern Asia, Papua, New Guinea and Australia. The rice is
also suitable for the diabetic in some varieties and easily can be digested by the stomach.
1.4 Research methodology
This research is a combination of Doctrinal and Non Doctrinal method of
research. Field work has been undertaken. As part of the doctrinal research the researcher has
collected data from different sources i.e., primary and secondary. Under primary source of
data, data from substantial workers and relevant authority has been availed. Under the
secondary source of data, the researcher has collected published and unpublished persuasive
data from multiple sources. It deals with research design, data collection, method, sampling
method.
1.5 Research Type
Descriptive research is also called Statistical Research. The main goal of this type of
research is to describe the data and characteristics about what is being studied. The idea
behind this type of research is to study frequencies, averages, and other statistical
calculations. Although this research is highly accurate, it does not gather the causes behind a
situation. Descriptive research is mainly done when a researcher wants to gain a better
understanding of a topic, Descriptive research answers the questions who, what, where, when
and how.
19
1.6 Data Collection Method
Primary data
The present study is mainly based on the primary data collected from the rice mill industry
workers. Data collected through survey method.
Secondary data
Published data and the data collected in the past or other parties are called secondary data.
⮚ The Factories Act, 1948
⮚ The Minimum Wages Act, 1948
⮚ The Employees Compensation Act, 1923
⮚ Internet sources
⮚ Text books
⮚ Journals
⮚ Reports
⮚ G.O’s
1.7 Research Period

Research Period is from December 2020 to April 2021
1.8 Geographical Area Of The Study

Mannachallur is a small town in Tiruchirappalli district . it is located 15km north
from district headquarters. The data have been collected from the within Mannachanallur
town . Here mostly more than 80 rice mill functioning . From there the data is collected from
more then 100 rise mill workers
1.9 Research Instrument
Questionnaire: A questionnaire is a research instrument consisting of a series of
questions and other prompts for the purpose of gathering information from respondents. The
20
research has been taken from the rice mill workers in the Manachanallur Rice Mill and the
questionnaire was on the health, safety, welfare measures and compensation of the rice mill
workers.
1.10 Statistical Tools
1. Simple Percentage Analysis.
2. Bar chart
3. Pie chart.
1.11 Research Plan
❖ Data source : Primary Data & Secondary Data.
❖ Research approach : Survey
❖ Research Instrument : Questionnaire
❖ Method of contact : Personal
❖ Sample size : 100 respondents
1.12 Research question
⮚What are the social security and welfare measures schemes available for ricemill workers?
⮚What is the effectiveness on enforcement of existing labour laws related to rice mill works?
⮚Whether the existing provisions relating to social security and welfare measures are
adequate or not?
⮚ To test the adequacy of awareness on various social security and welfare measures
relating to rice mill works?
⮚ Is there any need to alter the existing labour laws related to social security and
welfare measures for rice mill works?
1.13 Hypothesis Of Study
● The rice mill workers shall have a clean environment to work.
21
● The rice mill workers shall get the social security measures.
1.14 Structure Of The Thesis

Study has been systematically arranged in to six chapters.
CHAPTER 1: INTRODUCTION
The first chapter deals with the introduction to the subject of the study,
significance of the study, and statement of the problem. It explains the objective of the study,
hypothesis formulated for the study, geographical area of the study, methodology and
sources of data and structure of the thesis.
CHAPTER 2: SOCIAL SECURITY ,WELFARE MEASURES AND LEGISLATION FOR

RICE MILLING WORKERS.
The second chapter discusses about the concept of social security and welfare
measures including minimum standards of ILO social security. It also discuss about the aim
of the social security and welfare measures. The concept of Social Security System Welfare
Measures In India. Discuss the Indian Constitution and Social Security And welfare
Measures, The Factories Act, 1948, The Minimum Wages Act, 1948 and Employee’s
Compensation Act, 1923 as a Statutory Social Security And Welfare Measures in India.
CHAPTER -3: SOCIAL SECUTRITY AND WELFARE MEASURES AVAILABLE FOR
RICE MILL WORKERS AND REQUIREMENT OF WORKER
The third chapter describes the scheme offered by central and state government, detail
discussion on various welfare scheme offered by The Tamilnadu Labour Welfare Board .
discuss the role of government for rice milling workers . Impact in rice milling industry by
covid 19 pandemic and requirement of rice mill workers for strengthening their social
security and welfare needs.
CHAPTER 4: DATA ANALYSIS AND INTERPRETATION
The fourth chapter makes an attempt to analyze the data collection from the field and
to interpret the available data.
CHAPTER 5: RESULT AND DISCUSSION
The fifth chapter describes summary of findings, conclusion of this study and suggestions.
22
CHAPTER-2
SOCIAL SECURITY ,WELFARE MEASURES AND
LEGISLATION FOR RICE MILLING WORKERS.
23
CHAPTER-2
SOCIAL SECURITY ,WELFARE MEASURES AND LEGISLATION FOR RICE
MILLING WORKERS.
2.1 SOCIAL SECURITY
Human is a social animal. They are wanted to be maintaining their value in society.
So worker needed a additional protection from employer or government for society. The
concept of social security is based on ideals of human dignity and social justice. The
underlying idea behind social security measures is that a citizen who has contributed or is
likely to contribute to his country’s welfare should be given protection against certain
hazards.9
Social security is required for meeting the following types of contingencies:10
a) Unemployment
b) Sickness
c) Employment Injury
d) Maternity
e) Invalidity
f ) Old-age
g) Death
h) Emergency expenses
Social security means a guarantee provided by the state through its appropriate
agencies, against certain risks to which the members of the society may be exposed. During
the covid 19 pandemic situation huge numbers of labour understood the essential of social
security. Social assistance scheme provides benefit for persons of small means granted as of
right in amount sufficient to meet a minimum standard of need and financed from taxation.
And social insurance scheme provides benefits for persons lf small earnings granted as of
right in amounts which combine the contributory effort of the insured with subsidies from the
employer and the state.11
Social security measures are significant from two view points: First they constitute an
important step towards the goal of a welfare state. Secondly, they enable workers to become
more efficient and thus reduces the wastage arising from industrial disputes. Lack of social
9 V.V.Giri. Labour Problems In India Industy

10 NATIONAL LAW COMMISSION, II th REPORT OF THE NATIONAL COMMISSION ON LABOUR. pp 805
11 Approaches to social security.ilo. Montreal .pp80-81.
24
security impedes production and prevents formation of a stable and efficient labour force.
Therefore,
Social security measures are not a burden but a wise investment which yields good
dividends12. According to the report of the National commission on labour” social security
has become a fact of life and these measures have introduced an element of stability and
protection in the midst of the stresses and strains of modern life. It is a major aspect of public
policy today and the extent of its prevalence is a measure of the progress made by a country
towards the idea of a welfare state . it is an incentive for development, substituting as it does
hope for fear in the process improving the efficiency of the working force”.
2.1.1The ILO Social Security (Minimum Standards).
It is the flagship of all ILO social security Conventions, as it is the only international
instrument, based on basic social security principles, that establishes worldwide-agreed
minimum standards for all nine branches of social security13. These branches are:
1. medical care
2. sickness benefit
3. unemployment benefit
4. old-age benefit
5. employment injury benefit
6. family benefit
7. maternity benefit
8. invalidity benefit and
9. survivors' benefit
2.1.2 International Labour Standards on Social security
A society that provides security for its citizens protects them not only from war and
disease, but also from the insecurities related to making a living through work. Social security
systems provide for basic income in cases of unemployment, illness and injury, old age and
retirement, invalidity, family responsibilities such as pregnancy and childcare, and loss of the
family breadwinner. Such benefits are important not only for individual workers and their
families but also for their communities as a whole. By providing health care, income security
and social services, social security enhances productivity and contributes to the dignity and
full realization of the individual. Social security systems also promote gender equality
through the adoption of measures to ensure that women who have children enjoy equal
12 V.V Giri, Labour Problem In Indian Industry ,p 248

13 The ILO Social Security (Minimum Standards) Convention, 1952 (No. 102)
25
opportunities in the labour market. For employers and enterprises, social security helps
maintain a stable workforce adaptable to change. Final by providing a safety net in case of
economic crisis, social security serves as a fundamental element of social cohesion, thereby
helping to ensure social peace and a positive engagement with economic development.
Despite these advantages, only 20% of the world's population have adequate social security
coverage, while more than half lack any kind of social security coverage at all.14
2.1.3 Social Security System In India
No one can say that the concept of social security is new to India. We have had an
effective network for economic and emotional security in the joint family, in the institutions
of the craft community and guilds, and in the customs, rights and responsibilities of
individuals and occupational groups associated with the Panchayat System. The undermining
and emasculation of the Panchayat System that British rule brought about, as well as the new
conditions created by the emergence of the nuclear family in the post industrialization
society, have made it necessary for us to look for new frameworks’ systems and institutions.
2.2 Welfare Measures In India
India’s workers policy is mainly based on workers welfare measures and legislations.
The workers legislations of India after independence derive their derivation, stimulation and
strength mainly from the thought articulated by key national leaders throughout the period of
struggle for independence, partially from the discussion of the meetings, partially from the
provisions of the Indian constitution and the international workers resolutions and
endorsements. The Workers legislations and reforms policy did got affected by significantly
from human rights, conventions and principles being developed over the years. These
fundamental rights include right to work of ones choice, right against discrimination,
prohibition of child workers, humane conditions of work, social security, reasonable wages,
and redress of grievances, right to organize and form trade unions, collective bargaining and
participation in management
There could not be just one single definition to find universal acceptance. The
simplest of all could be to understand that workers welfare as “ efforts to make life worth
living for worke’’r.The Encyclopedia of social sciences welfare is termed as 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.
14ILO Social Protection Floors Recommendation, 2012 (No. 202)
26
Another definition on workers welfare states that “anything done for the comfort and
improvement, intellectual and social of the employees over and above the wages paid, which
is not a necessity of the industry.”.
2.3 Statutory Social Security and Welfare Measures
After Independence, the Government of India passed several Acts comprising workers
social security and welfare measured to be undertaken by the employers. Wherever
Government is the employer, it too will have to undertake workers welfare activities. Such
Acts are the Factories Act, 1948, The Employees’ State Insurance Act, 1948, the Minimum
Wages Act, 1948, the Payment of Wages Act, 1936, and the Industrial Disputes Act, 1947 to
ensure a fair deal to employees in various aspects of their jobs.
2.3.1 Indian Constitution on Social Security and welfare Measures
The Constitution of India recognizes Social Security as integral part of Fundamental
Rights. It requires that the State should strive to promote the welfare of the people by
securing and protecting, as effectively as it may, a social order in which justice social,
economic and political shall inform all the institutions of national life. The Constitution of
India requires that the State should within the limits of its economic capacity make effective
provision for securing the right to work, to education and to public assistance in case of
unemployment, old age, sickness and disablement.
Prohibition Of Traffic In Human Beings And Forced Labour
Traffic in human beings and beggar and other similar forms of forced workers are
prohibited and any contravention of this provision shall be an offence punishable in
accordance with law. Nothing in this article shall prevent the State from imposing
compulsory service for public purposes, and in imposing such service the State shall not
make any discrimination on grounds only of religion, race, caste or class or any of them.15
Prohibition of employment of children in factories,
The constitution of India prohibited that No child below the age of fourteen years
shall be employed to work in any factory or mine or engaged in any other hazardous
employment.16
15 Article23, The Constitutionl India.

16 Article24, The Constitutionl India
27
State To Secure A Social Order For The Promotion Of Welfare Of The People
The State shall strive to promote the welfare of the people by securing and protecting
as effectively as it may a social order in which justice, social, economic and political, shall
inform all the institutions of the national life. The State shall, in particular, strive to minimize
the inequalities in income, and Endeavour to eliminate inequalities in status, facilities and
opportunities, not only amongst individuals but also amongst groups of people residing in
different areas or engaged in different vocations.17
Principles Of Policy To Be Followed By The State For The Promotion Of Social
Security
The State shall, in particular, direct its policy towards securing
(a) that the citizens, men and women equally, have the right to an adequate means to
livelihood.
(b) that the ownership and control of the material resources of the community are so
distributed as best to sub serve the common good.
(c) that the operation of the economic system does not result in the concentration of wealth
and means of production to the common detriment.
(d) that there is equal pay for equal work for both men and women.
(e) that the health and strength of workers, men and women, and the tender age of children
are not abused and that citizens are not forced by economic necessity to enter avocations
unsuited to their age or strength.
(f) that children are given opportunities and facilities to develop in a healthy manner and in
conditions of freedom and dignity and that childhood and youth are protected against
exploitation and against moral and material abandonment.18
Equal Justice And Free Legal Aid
The State shall secure that the operation of the legal system promotes justice, on a
basis of equal opportunity, and shall, in particular, provide free legal aid, by suitable
legislation or schemes or in any other way, to ensure that opportunities for securing justice
are not denied to any citizen by reason of economic or other disabilities.
Provision For Just And Humane Conditions Of Work And Maternity Relief
17 Article38, The Constitution of India

18 Article39, The Constitution of India
28
The State shall make provision for securing just and humane conditions of work and for
maternity relief.19
Right to work, to education and to public assistance in certain cases
The State shall, within the limits of its economic capacity and development, make
effective provision for securing the right to work, to education and to public assistance in
cases of unemployment, old age, sickness and disablement, and in other cases of undeserved
want.20
Living wage for workers
The State shall Endeavour to secure, by suitable legislation or economic organisation
or in any other way, to all workers, agricultural, industrial or otherwise, work, a living wage,
conditions of work ensuring a decent standard of life and full enjoyment of leisure and social
and cultural opportunities and, in particular, the State shall endeavour to promote cottage
industries on an individual or co-operative basis in rural areas.21
Participation of workers in management of industries
The State shall take steps, by suitable legislation or in any other way, to secure the
participation of workers in the management of undertakings, establishments or other
organisations engaged in any industry22.
The words “Social and economic justice” had acquired a wider meaning when the
Indian Constitution was framed. That meaning is explained by the phrase a ‘Welfare State”.
The Welfare State provides for a large number of social services, like public medical
services, national health and unemployment insurance, widows and orphans pension old age
pensions, public assistance, subsidizing house building, the control of housing and
supervision of town planning as well as Acts for the protection of children. All these are
altogether independent of what had been done earlier, namely factory legislation, workmen’s
Compensation Acts, legislation restricting the employment of children under a certain age.
This enlarged concept of social, economic, and political justice enable us to make a natural
transition to the directive principles which have been described as the manifesto of a Welfare
State23.
19 Article 42, The Constitution of India

22 Article 43A, The Constitution of India
23 Seeravi. H.m. Constitutional law of india (3 rd editions) voll.ii 1984. Pp1599
29
2.3.2 The Factories Act, 1948
The most effective workers legislation in India is the Indian Factories Act, 1881.
This Act provided inter alia the prohibition of employment of children under seven years of
age and prescription for nine hours working a day. A Commission was appointed by the
Government of India in 1890 in pursuance of recommendations made in the First Workers
Conference held in Berlin that year to investigate into the workers problems in the country.
The Indian Factories Act, 1911 for the first time prescribed the working hours of the adult
male workers at 12 hours a day. The Indian Factories (Amendment) Act, 1922 was passed on
the pressure from the dissatisfied workers and political leaders to improve further the
working conditions of factory workers in India. The Indian Factories Act, 1911 was again
amended in 1923, 1926 and 1931 to incorporate changes relating to adjective laws. On the
recommendations of the Royal Commission, the Factories Act, 1934 was passed. This Act
was amended in 1935, 1937, 1940, 1941, 1944, 1945, 1946 and 1947. But all these measures
were not up to the mark of international standard and many loopholes were still left
unplugged. On the recommendations of the Standing Labour Committee, the Factories Act,
1948 was passed and the said Act came into force on and from April 1, 1949.
The 1948 amendment lays down basic minimum equipments for the safety, health and
welfare of factory workers. It is prescribed to industries and factories in India employing 10
or more persons with using power. Industries and factories not using power but employing 20
or more persons one day of the preceding 12 months are covered by the Act. A though the
Act is a central legislation State Governments administer and enforce it through their
inspectorates. However, the Central Government can issue directions to the State
Governments of executing the provisions.
The Inspecting Staff
The state government maym by notification in the official gazette. Appoint inspector
for purposes of the this act. Only such persons who possess the prescribed qualification may
be appointed inspectors. The state government may assign to the inspector such local limits
as it thinks fit.24
An Inspector shall, for the purpose of the execution of the Act, have power to do all or any of
the following things,25
(a) to photograph any worker, to inspect, examine, measure, copy, photograph, sketch or test,
as the case may be, any building or room, any plant, machinery, appliance or apparatus any
24 Sec-8 The Factories Act-1948

25Rule-13, Chapter-III,The Tamilnadu factories rules-1950,
30
register or document or anything provided for the purpose of securing the health, safety or
welfare of the workers employed in a factory,
(aa) to seize or take copies of such registers/records or other documents or portions thereof,
as he may consider relevant in respect of an offence under this Act, which he has reason to
believe has been committed by the occupier or the manager,
(b) in the case of an Inspector who is a duly qualified medical practitioner, to carry out such
medical examinations as may be necessary for the purposes of his duties under the Act,
(c) to prosecute, conduct or defend before a Court any complaint or other proceeding
arising under the Act or in discharge of his duties as an Inspector .
Health
The factories act also gave more importance on working condition of factories and
related health of factories worker. During the pandemic the state and the central governments
have give more importance to health of worker with support of this act.
Cleanliness
Every factory shall be kept clean and free from effluvia arising from any drain, privy
or other nuisance.26Accumulation of dirt and refuse shall be removed daily by sweeping or ay
any other effective method from the floors and benches of work rooms and from staircases
and passages and disposed of in a suitable manner. the floor of every work room shall be
cleaned a least once in every week by washing, using disinfectant, where necessary or by
some other effective method .where a floor is liable to become wet in the course of any
manufacturing process to such extent as in capable of being drained. Effective means of
drainages shall be provided and maintained. All doors and window frames and other wooden
or metallic frames work and shutters shall be kept painted or varnished and the painting or
varnishing shall be carried out at least once in every period of five years.
In every factory, effective arrangements shall be made for the treatment of wastes and
effluents due to the manufacturing processes carried on therein and the arrangements so made
shall be in accordance with those approved by the relevant authorities of Tamilnadu Pollution
Control Board appointed under the Water (Prevention and Control of Pollution) Act, 1974
and the Air (Prevention and Control of Pollution) Act, 1981 and the authorities of
Department of Environment27.
26 Sec-11 .The Factories Act-1948

27 Chapter-III (17), The Tamilnadu factories rules-1950,
31
Artificial Humidification
In any factory the maximum wet bulb temperature of air in a workroom at a height of
1.5 meters (5 feet) above the floor level shall not exceed 30°C (86F) and adequate air
movement of at least 30 meters per minute (100 feet per minute) shall be provided ; and in
relation to dry bulb temperature the wet bulb temperature in the workroom at the said height
shall not exceed that shown in the Schedule, or as regards a dry bulb reading intermediate
between the two dry bulb readings that specified in relation to the higher of these two dry
bulb readings.28
In any factory in which the humidity of the air is artificially increased the water used
for the purpose shall be taken from a public supply or source of drinking water, or shall be
effectively purified before it is so used29.
Overcrowding
The general provision relating to overcrowding. No room in any factory shall be
overcrowded to an extent injurious to the health of the workers employed therein 30. That there
shall in every work room of a factory in existence on the date of the commencement of this
act at least 9.9 cubic metre of space for every worker employed there in. No account shall be
taken of any space which is more that 4.2 metres above the level of the floor of the room. For
the purpose of act.31
Lighting
Every part of the factory where workers are working or passing, there shall be provide
and maintained sufficient and suitable lighting, natural, artificial, or both. 32 That in every
factory all glazed windows and sky lights used for the lighting of the work rooms shall be
kept clean on both the inner and outer surfaces
factories in which persons are being regularly employed in a manufacturing process or
processes for more than 48 hours a week, or in shifts, provided that nothing in these rules
shall be deemed to require the provision of lighting of a specified standard in any building or
structure so constructed that, in the opinion of the Chief Inspector, it would not be reasonably
practicable to comply with such requirement. any class or description of Factories ,on such
dates as the State Government may, by notification in the Official Gazette, appoint in this
behalf.
28 Chapter-III (17A), The Tamilnadu factories rules-1950,

29 Sec-15(3). The Factories Act-1948
30 Sec-16 .The Factories Act-1948
31 Sec-16(2) .The Factories Act-1948
32
Lighting of interior parts
(1) The general illumination over those interior parts of a factory where persons are regularly
employed shall he not less than[65 lux] measured in the horizontal plane at a level of 91.4
centimeters above the floor. Provided that in any such parts in which the mounting height of
the light source for general illumination necessarily exceeds 7.6 meters measured from the
floor or where the structure of the room or the position or construction of the fixed machinery
or plant prevents the uniform attainment of this standard, the general illumination at the said
level shall be not less than [22 lux] and where work is actually being done the illumination
shall be not less than[65 lux).
(2) The illumination over all other interior parts of the factory over which persons employed
pass, shall, when and where a person is passing, be not less than[5.5 lux] at floor level.
(3) The standard specified in this rule shall be without prejudice to the provision of any
additional illumination required to render the lighting sufficient and suitable for the nature of
the work.33
Prevention of glare
Where any source of artificial light in the factor is less than 4.9 meters above floor level, no
part of the light source or of the lighting fitting having a brightness greater than 15 candles
per square centimetres shall be visible to persons whilst normally employed within 30.5
meters of the source except where the angle of elevation from the eye to the source or part of
the fitting as the case maybe exceeds20(2Any local light, that is to say. an artificial light
designed to illuminate particularly the area or part of the area of work of a single operative or
small group of operatives working near each other, shall be provided with a suitable shade of
opaque material to prevent glare or with other effective means by which the tight source is
completely screened from the eyes of every person employed at a normal working place, or
shall be so placed that no such person is exposed to glare there from.34
Drinking Water
In every factory effective arrangements shall be made to provide and maintain at
suitable points conveniently situated for all workers employed therein. A sufficient supply of
whole some drinking water.35 That all such points shall be legibly marked drinking water in a
language understood by a majority of the workers employed in the factory and no such point
shall be situated within six metres of any washing place .urinal latrine, spittoon, open drain
33 Chapter- III (30), The Tamilnadu factories rules-1950,

34 Chapter- III (31), The Tamilnadu factories rules-1950,
33
carrying sullage or effluent or any other source of contamination unless a shorter distance is
approved in writing by the chief inspectors. If a factory wherein more than two hundred and
fifty workers are ordinarily employed, provisions shall be made for cooling water during hot
weather by effective means36.
Quantity Of Drinking water
The quantity of drinking water to be provided for the workers in every factory shall be
at least 4.5 liters per day per worker and such drinking water shall be readily available at all
times during working hours.37
Source of supply
The water provided for drinking shall be supplied
(a) from a public water supply system, or
(b) from any other source approved in writing by the Health Officer.
If drinking water is not supplied directly from taps either connected with public water
supply system or any other water supply system of the factory approved by the Health
Officer, it shall be kept in suitable vessels, receptacles or tanks fitted with taps, and having
dust proof covers placed on raised stands or platforms in shade and having suitable
arrangements of drainage to carry away spilt water. Such vessels or receptacles and tanks
shall be kept clean and the water renewed at least once every day. All practicable measures
shall be taken to ensure that the water is free from contamination.
Cleanliness Of Well Or Reservoir
(1) Drinking water shall not be supplied from any open well or reservoir unless it is
Constructed ,situated, protected and maintained as to be free from the possibility of pollution
by chemical or bacterial and extraneous impurities.
(2) Where drinking water is supplied from such well or reservoir the water in it shall be
sterilized once a week or more frequently if the Inspector, by written order, so requires, and
the date on which sterilizing is carried out shall be recorded . Provided that this requirement
shall not apply to any such well or reservoir if the water therein is filtered and treated to the
satisfaction of the Health Officer before it is supplied for consumption.
Report From Health Officer
The Inspector may, by order in writing, direct the Manager to obtain, at such time or at such
intervals as he may direct, a report from the Health Officer as to the fitness for human

37 Chapter-III (34), The Tamilnadu factories rules-1950,
34
consumption of the water supplied to the workers, and in every ease to submit to The Inspect
or a copy of such report as soon as it is received from the Health Officer.
Latrines And Urinals
Sufficient latrine and urinal accommodation of prescribed type shall be provided
conveniently. Situated and accessible to workers as all times while they are at the factory. 38
Latrine Accommodation
Where women are employed, there shall be at least one latrine seat for every 20
Women, Where males are employed, there shall be at least one latrine scat for every 20
Males, Provided that, where the number of males employed exceeds 100, it shall be sufficient
if there is one latrine scat for every 20 males up to the first 100, and one for every 50
thereafter.In calculating the number of seats required under this rule, any odd number of
workers less than 20 or 50, as the case may be, shall be reckoned as 20 or 50 and the
maximum number of persons working in the factory at any time and not the total number of
persons employed in the factory, shall be taken into account. Latrines other than those
connected with an efficient water-home sewage system, shall comply with the requirements
of the Public Health authorities.
Privacy Of Latrines
Every latrine shall be under cover and every seat in the latrine shall be so partitioned
off as to secure privacy and each partition shall have a proper door and fastenings. Where
workers of both sexes are employed there shall be displayed outside each latrine Block a
notice in the language understood by the majority of the workers "For Men only or "For
Women only", as the case may be. The notice shall also bear the figure of "a man" or of "a
woman", as the case may be.
Urinal Accommodation
Urinal accommodation shall be provided for the use of worker sand shall not be less
than 61 centimetres in length for every 50 workers. provided that, where the number of
workers employed exceeds 500,it shall be sufficient if there is one urinal for every 50
workers up to the first 50X) employed and one for every 100 thereafter. Where women are
employed, separate urinal accommodation shall he provided for them on the same scale as
mentioned above: the Chief Inspector of Factories may by order in writing exempt. subject to
such conditions as he may think fit to impose, small factories employing less than 20
'workers from the provision of separate urinal accommodation if he is satisfied that the latrine
accommodation in such factories is sufficient and suitable. In calculating the urinal
38 Sec-19(1)(a) .The Factories Act-1948
35
accommodation, any odd number of workers less than 50 or 100,asthe case may be, shall be
reckoned as 50 or100,and the maximum number of persons working in the factory, at any
time and not the total number of persons employed in the factory, shall be taken into account.
Spittoons
In the factory there shall be provided a sufficient number of spittoons in convenient
places . they shall be maintained in a clean and hygienic condition 39. The number and location
of the spittoons to be provided shall be to the satisfaction of the Inspector. A galvanized iron
container with a conical funnel shaped cover. A layer of suitable disinfectant liquid shall
always be maintained in the container, or a container filled with dry cleans and covered with
layer of bleaching powder, or any other type approved by the Chief Inspector. shall be
cleaned by scrapping out the top layer of sand as often as necessary or at least once every
day.40
SAFETY
Fencing of machinery
In every factory the securely fended by safeguards of substantial construction which
shall be constantly maintained and kept in position while the parts of machine they are
fencing are in motion or in use.41 Every moving part of a prime mover and every flywheel
connected to a prime mover, whether the prime mover or flywheel is in the engine house or
not headrace and trail race of every water wheel and water turbine. Any part of stock bar
which projected beyond the head stock of a laths. Every part of an electric generator . a
motor or rotary converter. Transmission machinery and every dangerous part of any other
machine.
Work on or near Machinery in Motion
Where in any factory, it becomes necessary to examine any part of machinery, while
the machinery is in motion, such examination shall be carried out only by specially trained
adult male workers42. Such workers shall wear tight fitting clothing and their names shall be
recorded in the register prescribed in this connection. The machinery in motion with which
such workers would otherwise be liable to come in contact during the course of its
examination, shall be securely fenced to prevent such contact. No woman or young person
shall be allowed to clean, lubricate or adjust any part of a prime mover or transmission
machinery, while the machinery is in motion.
40 Rule -53, Chapter-III , The Tamilnadu factories rules-1950,
42 Sec-22, The Factories Act-1948.
36
Employment of Young Persons on Dangerous Machines
The Factories Act prohibits employment of young persons on certain types of
machines They can work only after they have been fully instructed as to the dangers arising
in connection with the machines and the precautions to be observed. They should have
received sufficient training in work at such machines 43. They should be under adequate
supervision by a person who has a thorough knowledge and experience of the machines.
Striking Gear and Devices for cutting off Power
In every factory suitable striking gear or other efficient mechanical appliances shall
be provided and maintained, and used to move driving belts to and from fast and loose
pulleys which form part of transmission machinery. Such gear or appliances shall be so
constructed, placed and maintained as to prevent the belt from creeping back on to the fast
pulley. driving belts when not in use, shall not be allowed to rest or ride upon shaft in motion.
In every factory, suitable devices for cutting off power in maintained in every workroom44.
Self-Acting Machine
No traversing part of a self-acting machine in any factory, and no material carried
thereon shall, if the space over which it runs, is a space cover which any person is liable to
pass, whether in the course of his employment or otherwise, be allowed to run on its outward
or inward traverse within a distance of eighteen inches from any fixed structure which is not a
part of the machine. This is to safeguard the workers from being injured by self-acting
machines.
Casing of New Machinery
Every set screw, bolt or key on any revolving shaft, spindle, wheel, or pinion shall be
so sunk, encased or otherwise effectively guarded as to prevent danger in all machinery
driven by power and installed in the factory. The State government is authorised to make
rules specifying further safeguards to be provided in respect of any dangerous part of any
particular machine or class or description of machines in this connection.
Hoists and Lifts
In every factory hoists and lifts shall be of good mechanical construction, sound
material and of adequate strength, which shall be properly maintained, shall be thoroughly
examined by a competent person at least once in every period of six months. A register shall
be kept containing the prescribed particulars of each such examination, every hoist way and
lift way shall be sufficiently protected by an enclosure fitted with gates, and the hoist or lift
43 Sec-23(1), The Factories Act-1948.

37
and every such enclosure shall be so constructed as to prevent any person or thing from being
trapped between any part of the hoist or lift and any fixed structure or moving part.45
Regularly cleaning and sanitizing The maximum safe working load shall be plainly
marked on every hoist or lift, and no load greater than such load shall be carried thereon. The
cage of every hoist or lift used for carrying persons shall be fitted with a gate on each side
from which access is afforded to a landing. Every gate shall be fitted with interlocking or
other efficient device to secure that the gate cannot be opened except when the cage is at the
landing and that the cage cannot be moved unless the gate is closed. Where in the hoists and
lifts used for carrying persons, the cage is supported by rope or chain, there shall be at least
two ropes or chains separately connected with the cage and balance weight, and each rope or
chain with its attachments shall be capable of carrying the whole weight of the cage together
with its maximum load. Efficient devices shall be provided and maintained capable of
supporting the cage together with its maximum load in the event of breakage of the rope,
chain or attachments. An efficient automatic device shall be provided and maintained to
prevent the cage from over running.
Lifting Machines, Chains, Ropes and Lifting Tackles
‘Lifting machine’ means any crane, crab, winch, teagle, pulley block, gin wheel, and runway.
‘Lifting tackle’ means chain slings, rope slings, hooks, shackles and swivels. In every factory,
following safety measures shall be adopted in respect of every lifting machine (other than a
hoist and lift) and every chain, rope and lifting tackle for the purpose of raising or lowering
persons, goods or materials. All parts including the working gear of every lifting machine and
every chain, rope or lifting tackle shall be of good construction, sound material and adequate
strength, and free from defect, properly maintained and thoroughly examined by a competent
person at least once in every period of twelve months. No lifting machine and no chain, rope,
or lifting tackle shall be loaded beyond the safe working load which shall be plainly marked
on it. While any person is employed or working on or near the wheel track of a travelling
crane in any place where he would be liable to be struck by the crane, effective measures
shall be taken to ensure that the crane does not approach within twenty feet of that place. A
lifting machine or a chain, rope or lifting tackle shall be thoroughly examined in order to
arrive at a reliable conclusion as to its safety46.
Revolving Machinery

38
In every factory n which the process of grinding is carried on. There shall be
permanently affixed to or placed near each machine in use a notice indication the maximum
safe working peripheral speed of every grindstone or abrasive wheel, the speed of the shaft or
spindle upon which the wheel is mounted and the diameter of the pulley upon such shafts or
spindle necessary to secure such safe working peripheral speed47
Pressure Plant
Pressure plant is an important safety provision for rice mills. Because rice mills used
pressure plants for boiling rice. Factory any plants or machinery or any part thereof is
operated at a pressure above atmosphere pressure, effective measures shall be taken to ensure
the safe working pressure of such plant or machinery or part is not exceeded.48
Design and construction every pressure vessel or plant used in a factory shall be properly
designed on sound engineering practice, shall be of good construction. sound material,
adequate strength and free from any patent defects; and shall be properly maintained in a safe
condition, Provided that a pressure vessel or plant in respect of the design and construction of
which there is an Indian Standard or a standard of the country of manufacture or any other
law or regulation in force, shall be designed and constructed in accordance with the said
standard, law or regulation, as the case may be and certificate there of shall be obtained from
the manufacturer or from the person which shall be kept and produced on demand by an
Inspector.
Safety devices
During the covid 19 pandemic situation safety equipments like face mask, hand
gloves are mandatory in very factories Every pressure vessel shall be fitted with a suitable
safety valve or other effective pressure relieving device of adequate capacity to ensure that
the maximum permissible working pressure of the pressure vessel shall not be exceeded. It
shall be set to operate at a pressure not exceeding the maximum permissible working pres-
sure and when more than one protective device is provided, only one of the devices need be
set to operate at the maximum permissible working pressure and the additional device shall
be set to discharge at a pressure not more than 5 percent. In excess of the maximum
permissible working pressure. a suitable pressure gauge with a dial range not less than 1.5
times the maximum permissible working pressure. easily visible and designed to show at all
times the correct internal pressure and marked with a prominent red mark at the maximum
permissible working pressure of the pressure vessel. a suitable nipple and globe valve

39
connected for the exclusive purpose of attaching a test pressure gauge for checking the
accuracy of the pressure gauge .a suitable stop valve or valves by which the pressure vessel
may be isolated from other pressure vessels or plant or source of supply of pressure. Such a
stop valve or valves shall be located as close to the pressure vessel as possible and shall be
easily accessible and a suitable drain cock or valve at the lowest part of the pres-sure vessel
for the discharge of the liquid or other substances that may collect in the pressure vessel.
Provided that it shall be sufficient for the purpose of this , if the safety valve or pressure
relieving device, the pressure gauge and the stop valve are mounted on a pipeline
immediately adjacent to the pressure vessel and where there is a range of two or more similar
pressure vessels served by the same pressure lead, only one set of such mountings need be
fitted on the pressure lead immediately adjacent to the range of pressure vessels, provided
they cannot be isolated.
Pressure reducing devices
Every pressure vessel which is designed for a working pressure less than the pressure
at the source of supply, or less than the pressure which can be obtained in the pipe connecting
the pressure vessel with any other source of supply, shall be fitted with a suitable pressure
reducing valve or other suitable automatic device to prevent the maximum permissible
working pressure of the pressure vessel being exceeded. To further protect the pressure vessel
in the event of failure of the reducing valve or device, at least one safety valve having a
capacity sufficient to release all the steam, vapour or gas without undue pressure rise as
determined by the pressure at the source of supply and the size of the pipe connecting the
source of supply, shall be fitted on the low pressure side of the reducing valve.
Floors, Stairs, and Means of Access
In every factory all floors, steps, stairs and passages shall be of sound construction
and properly maintained, and where it is necessary to ensure safety, steps, stairs, and passages
shall be provided with substantial hand rails, there shall, so far as is reasonably practicable,
be provided, and maintained safe means of access to every place at which any person is at
any time required to work49.
49 Sec-32, The Factories Act-1948

40
Excessive Weights
No person shall be employed in any factory to lift, carry or move any load so heavy as
to be likely to cause him an injury.50 No man,woman or young person shall, unaided by
another person, lift, carry or move by hand or head, any material, article, tool or appliance
exceeding the maximum limit in weight set out in the following schedules.
TABLE 2.1
Persons Maximum weight of material, article, tool Appliance K.Grams
(a) Adult male 50
(b) Adult female 30
(c) Adolescent male 30
(d) Adolescent female 20
(e) Male child 16
(f) Female child 13
No man, woman or young person shall engage in conjunction with others, in lifting,
carrying or moving by hand or on head, any material, ankle, tool, or appliance, if the
weight thereof exceeds the lowest weight fixed by the schedule .51
Protection Of Eyes
If the manufacturing process carried on in any factory is such that it involves , risk of
injury to the eyes from particles thrown off in the course of the process or risk to the eyes by
reason of exposure to excessive lights, effective screens or suitable goggles shall be provided
for the protection of persons employed on, or in the immediate nearness of, the process.52
Precautions against Dangerous Fumes and use of Portable Light
No person shall enter any chamber, tank, vat, pit, pipe or other confined space in a
factory in which dangerous fumes are likely to be present to such an extent as to cause risk of
persons being overcome thereby, No portable electric light of voltage exceeding twenty four
volts shall be permitted in any factory for use inside any confined space. Where the fumes
present are likely to be inflammable no lamp or light, other than of flame–proof nature, shall
be allowed to be used. No person in any factory shall be allowed to enter any confined space,
until all practicable measures have been taken to reverse any fumes which may be present
and to prevent any ingress of fumes. Suitable breathing apparatus, reviving apparatus and
belts and ropes shall be kept in every factory for instant use. All such apparatus shall be

51 Rule 57. -III , The Tamilnadu factories rules-1950,
41
periodically examined and certified by a competent person to be fit for use. No person shall
be permitted to enter in any factory, any boiler, furnace, chamber, tank, pipe, or other
confined space for the purpose of working or making any examination until it has been
sufficiently cooled by ventilation or otherwise to be safe for persons to enter53.
Explosive or Inflammable Dust, Gas etc.
If any manufacturing process in the factory produces dust, gas, fume, or vapour of such a
nature as is likely to explode on ignition, measures shall be taken to prevent any such
explosion by effective enclosure of the plant or machinery used in the process removal or
prevention of the accumulation of such dust, gas, fume or vapour, exclusion or effective
enclosure of all possible source of ignition. Measures shall also be adopted to restrict the
spread and effects of the explosion by providing in the plant or machinery of chokes, baffles,
vents, or other effective appliances.54
Precautions In Case Of Fire
Wherever there is danger of fire or explosion from accumulation of flammable or explosive
substances in air all electrical apparatus shall either be excluded from the area of risk or they
shall be of such construction and so installed and maintained as to prevent the danger of their
being a source of ignition. effective measures shall be adopted for prevention of accumulation
of static charges to a dangerous extent. workers shall wear shoes without iron or steel nails or
any other exposed ferrous materials which is likely to cause sparks by friction. smoking,
lighting or carrying of matches, lighters or smoking materials shall be prohibited,
transmission belts with iron fasteners shall not be used, and all other precautions as are
reasonably practicable, shall be taken by prevent initiation of ignition from all other possible
sources such as open flames, frictional sparks overheated surfaces of machinery or plant,
chemical or physical chemical reaction and radiant heat.55
Safety of Building and Machinery
In case it appears that any building, machinery or plant in a factory is in such a condition that
it is dangerous to human life or safety, the manager of the factory may be served an order
specifying measures to be adopted as prescribed. Further, in case it appears that the use of
any building, machinery or plant in a factory involves imminent danger to human life or
safety, an order may be served prohibiting the use of such building or machinery, until it has
been repaired or altered.56
42
Washing facilities
Washing facilities for all employees is desirable, and here many factories are deficient
the workers who live in crowded areas have inadequate facilities for washing at their homes
and bathing facilities would add to their comfort, health and efficiency .it needed for workers
engaged in dirty process57. The Factories Act provides for adequate and suitable facilities for
washing for the use of workers in the factories. The workers who live in crowded areas have
inadequate facilities for washing at their homes, and bathing facilities add to their comfort,
health and efficiency. Separate and adequately screened washing facilities for the use of
male and female workers. Such facilities being conveniently accessible and being kept
clean.58
TABLE 2.2
Number of workers Number of taps
Up to 20 1
21 to 35 2 2
36 to 50 3 3
51 to 150 4 4
151 to 200 5 5
Exceeding 200 but not exceeding 500 5 plus one tap for every 50 or fraction of 50
Exceeding 500 11 Plus one tap for every 100 or fraction of 100
If female workers are employed, separate washing facilities shall be provided and so
enclosed or screened that the interiors are not visible from any place where persons of the
other sex work or pass. The entrance to such facilities shall bear conspicuous notice in the
language understood by the majority of the workers "For Women only" and shall also be
indicated pictorially. The water-supply to the washing facilities shall be capable of yielding at
least 27.3 liters a day for each person employed in the factory and shall be from a source
approved in writing by the Health Officer: Provided that where the Chief Inspector is
satisfied that such an yield is not practicable he may by certificate in writing permit the
supply of a smaller quantity not being less than 4.5 liters per day for every person employed
in the factory.
Facilities For Storing And Drying Clothes
57 S.N Misra. Labour&industrial law. 22th edn

43
A suitable place for keeping clothes not worn during working hours shall be provided
in every factory. Facilities shall also be provided for the drying of wet clothes.59
Facilities For Sitting
For workers who are to work in a standing position, suitable arrangement for sitting shall be
provided in the factories. This is to enable workers to take advantage of any opportunity for
rest which may occur in the course of their work.60
First-Aid Appliances
First-aid boxes or cupboards equipped with the required contents should be provided
for workers in every factory. This should be readily accessible to them during all working
hours. The number of such first aid boxes shall not be less than one for every 150 workers
employed in the factory. Such first-aid box shall be kept in the charge of a responsible person
who is trained in first-aid treatment and who shall be available during the working hours of
the factory. In factories employing more than 500 workers, there shall be an ambulance room.
It should contain the prescribed equipments, and be in the charge of such medical and nursing
staff as may be prescribed.61
Canteens
In factories employing more than 250 workers, there shall be a canteen for the use of
workers. The government may prescribe the rules in respect of the charges to be made,
constitution of a managing committee for the canteen, and representation of the workers in
the management of the canteen.62
Shelters, Restrooms And Lunch Rooms
Adequate and suitable shelters, rest rooms, and lunch rooms with drinking water
facility shall be made in factories employing 150 workers or more. Workers can eat meals
brought by them in such rooms. Rest and lunch rooms shall be sufficiently lighted and
ventilated. It shall be maintained in cool and clean conditions.63

44
Creches:
In every factory, where more than 50 women workers are employed, provision shall be made
for suitable and adequate room for the use of children under the age of six years of such
women. Such a room shall be adequately lighted and ventilated. It shall be maintained in
clean and sanitary conditions under the charge of a woman trained in the care of children and
infants.64
Welfare Officer
The factories Act also provides for employment of welfare officers with prescribed
qualification to look into the implementation of various facilities provided for. Such a
provision exist in every factory employing more than 500 workers.65
Working Hours Of Adults
Weekly Hours
An adult worker shall be allowed to work only for forty eight hours in any week. It’s mean no
adult worker shall be required to allowed to work in a factory for more than forty –eights
hours in any weekly.66
Weekly Holidays
there shall be holiday for the whole day in every week and such weekly holiday shall
be on the first day of the week. However, such holiday may be substituted for any one of the
three days immediately before or after the first day of the week provided the manger of the
factory .In other words no adult worker shall work for more than ten days consecutively
without a holiday for the whole day. It is not possible for an employer to change the weekly
solely on the ground that there was no material available for work to be provided on a
particular date.67
Compensatory holidays
When a worker is deprived of any of the weekly holiday as result of passing of an order or
making of a rule exempting a factory or worker , he is entitled to compensatory holidays of
equal number of the holidays so lost. These holidays should be allowed either in the same
month in which the holidays became due or within next two months immediately following
that month.68

45
Daily hours
An adult worker, whether male or female shall not be required or allowed to work in a
factory for more than 9 hours in any day. In other words, the daily hours of work should be so
adjusted that the total weekly hours does not exceed 48. The liability of the employer under
this Section cannot be absolved on the ground that the workers are willing to work for longer
hours without any extra payment.69
Intervals for rest
No adult worker shall work continuously for more than 5 hours unless a rest interval
of at least half an hour is given to him. The State Government or subject to the control of the
State Government the Chief Inspector may, by written order for the reasons specified therein,
exempt any factory, from the compliance of above provisions to the extent that the total
number of hours worked without rest interval does not exceed six.70
Night shifts
Where a worker in a factory works in night shifts, i.e., shift extending beyond mid-night. the
weekly or compensatory holiday shall be a period of 24 consecutive hours beginning when
his shift ends. The following day shall be deemed to the period of 24 hours beginning when
shift ends, and the hours he has worked after mid-night shall be counted in the previous day71.
Extra Wages For Overtime
The following provisions have been made in respect of overtime wages. Where a worker
works in a factory for more than 9 hours in any day or more than 48 hours in any week, he
shall, in respect of overtime work, be entitled to wages at the rate of twice his ordinary rate of
wages.72
2.3.3 The Minimum Wages Act, 1948
The purpose of minimum wages is to protect workers against unduly low pay. They
help ensure a just and equitable share of the fruits of progress to all, and a minimum living
wage to all who are employed and in need of such protection. Minimum wages can also be
one element of a policy to overcome poverty and reduce inequality, including those between
men and women, by promoting the right to equal remuneration for work of equal value.73
The basic idea behind the formulation of the Minimum Wages Act, 1948, was to
prevent the exploitation of workers from the payment of unduly low wages in order to

72 Sec-59The Factories Act-1948
73 Ilo definition on minimum wage
46
provide the worker and his family a wage at sustenance level and also to preserve his
efficiency as worker. The Minimum Wages Act,1948, which covers a number of
employments, both industrial and agricultural, applies not only to regular employees but also
to causal labour.74 The Central and State Governments are empowered to fix and revise the
minimum rates of wages in the scheduled employments from time to time under the Act. The
Act does not define the concept of minimum wages nor does it provide any criteria for
determination of minimum wage, but only defines the term ‘wages’ in general.
Features of Minimum Wage Act
Fixing Of Minimum Rates Of Wages
Fix the minimum rates or wages payable to employees employed in an employment
specified in Part I or Part II of the Schedule and in an employment added to either part by
notification under section 27, Provided that the appropriate Government may, in respect of
employees employed in an unemployment specified in Part II of the Schedule, instead of
fixing minimum rates of wages under this clause for the whole State, fixing such rates for a
part of the State or for any specified class or classes of such employment in the whole State
or any part thereof. There view at such intervals as it may think fit, such intervals not
exceeding five years, the minimum rates of wages so fixed and revise the minimum rates, if
necessary.75
Minimum Rate Of Wages.
Any minimum rate of wages fixed or revised by the appropriate Government in
respect of scheduled employments under sec. 3 may consist of a basic rate of wages and a
special allowance at a rate to be adjusted, at such intervals and in such manner as the
appropriate Government may direct, to accord as nearly as practicable with the variation in
the cost of living index number applicable to such workers or a basic rate of wages with or
without the cost of living allowance and the cash value of the concessions in respect of
supplies of essential commodities at concessional rates, where so authorised; or an all
inclusive rate allowing for the basic rate, the cost of living allowance and the cash value of
the concessions, if any. The cost of living allowance and the cash value of the concessions in
respect of supplies of essential commodities at concessional rates shall be computed by the
competent authority at such intervals and in accordance with such directions as may be
specified or given by the appropriate Government76
74 Sec 2 (i) of the Minimum Wages Act, 1948

75 Sec-3., The Minimum Wage Act-1948
76 Sec-4., The Minimum Wage Act-1948
47
Procedure For Fixing And Revising Minimum Wages.
In fixing minimum rates of wages in respect of any scheduled employment for the
first time under this Act or in revising minimum rates of wages so fixed, the appropriate
Government shall either, appoint as many committees and sub-committees as it considers
necessary to hold enquiries and advise it in respect of such fixation or revision, as the case
may be, or by notification in the Official Gazette, publish its proposals for the information of
persons likely to be affected thereby and specify a date, not less than two months from the
date of the notification, on which the proposals will be taken into consideration.
the appropriate Government shall, by notification in the Official Gazette, fix, or, as
the case may be, revise the minimum rates of wages in respect of each scheduled
employment, and unless such notification otherwise provides, it shall come into force on the
expiry of three months from the date of its issue.77
Advisory Board
For the purpose of co-ordinating the work of committees and sub-committees
appointed under section and advising the appropriate Government, generally in the matter of
fixing and revising minimum rates of wages, the appropriate Government shall appoint an
Advisory Board.78
Each of the committees, sub- committees, and the Advisory Board shall consist of
persons to be nominated by the appropriate Government representing employers and
employees in the scheduled employments, who shall be equal in number, and independent
persons not exceeding one-third of its total number of members, one of such independent
persons shall be appointed the Chairman by the appropriate Government
Wages In Kind
Minimum wages payable under the Act shall be paid in cash. Where it has been the
custom to pay wages wholly or partly in kind, the appropriate Government being of the
opinion that it is necessary in the circumstances of the case may, by notification in the
Official Gazette, authorise the payment of minimum wages either wholly or partly in kind. If
the appropriate Government is of the opinion that provisions should be made for the supply
of essential commodities at concessional rates, the appropriate Government may, by
notification in the Official Gazette, authorise the provision of such supplies at concessional
rates.79
Payment Of Minimum Rates Of Wages
77 Sec-5, The Minimum Wage Act-1948.

78 Sec-7, The Minimum Wage Act-1948.
79 Sec-11. The Minimum Wage Act-1948.
48
Where in respect of any scheduled employment a notification under section 5 is in
force, the employer shall pay to every employee engaged in a scheduled employment under
him, wages at a rate not less than the minimum rates of wages fixed by such notification for
that class of employees in that employment without any deductions except as may be
authorised within such time and subject to such conditions as may be prescribed.80
Fixing Hours For A Normal Working Day
In regard to any scheduled employment minimum rates of wages in respect of which
have been fixed under this Act, the appropriate Government fix the number of hours of work
which shall constitute a normal working day, inclusive of one or more specified intervals.
provide for a day of rest in every period of seven days which shall be allowed to all
employees or to any specified class of employees and for the payment of remuneration in
respect of such days of rest. provide for payment for work on a day of rest at a rate not less
than the overtime rate. employees engaged in a work which could not be carried on except at
times dependent on the irregular action of natural forces. (3) For the purposes of Clause (c) of
sub-section (2), employment of an employee is essentially intermittent when it is declared to
be so by the appropriate Government on the ground that the daily hours of duty of the
employee, or if there be no daily hours of duty as such for the employee, the hours of duty,
normally include periods of inaction during which the employee may be on duty but is not
called upon to display either physical activity or sustained attention.81
Overtime
Where an employee, whose minimum rates of wages is fixed under this Act by the
hour, by the day or by such a longer wage-period as may be prescribed, works on any day in
excess of the number of hours constituting a normal working day, the employer shall pay him
for every hour or for part of an hour so worked in excess at the overtime rate fixed under this
Act or under any law of the appropriate Government for the time being in force whichever is
higher.
Wages Of Worker Who Works For Less Than Normal Working Day
If an employee whose minimum rates of wages has been fixed under this Act by the
day, works on any day on which he was employed for a period less than the requisite number
of hours constituting a normal working day, he shall, save as otherwise hereinafter provided,
be entitled to receive wages in respect of work done by him on that day as if he had worked
for a full normal working day. however, that he shall not be entitled to receive wages for a

.
49
full normal working day.if any case where his failure to work is caused by his unwillingness
to work and not by the omission of the employer to provide him with work, and in such other
cases and circumstances as may be prescribed.
Minimum Time Rate Wages For Piece-Work
Where an employee employed on piece-work for which minimum time rate and not
minimum piece rate has been fixed under this Act, the employer shall pay to such employee
wages at not less than the minimum time rate
Maintenance of Registers And Records.
Every employer shall maintain such registers and records giving such particulars of
employees employed by him, the work performed by them, the wages paid to them, the
receipts given by them and such other particulars and in such forms as may be prescribed.
Every employer shall keep exhibited, in such manner, as may be prescribed in the factory,
workshop or place where the employees in the scheduled employment may be employed, or
in the case of out-workers, in such factory, workshop or place as may be used for giving out
work to them, notices in the prescribed form containing prescribed particulars. The
appropriate Government may, by rules made under this Act, provide for the issue of wage
books or wage slips to employees employed in any scheduled employment in respect of
which minimum rates of wages have been fixed and prescribe the manner in which entries
shall be made and authenticated in such wage books or wage slips by the employer or his
agent.
Inspectors
The appropriate Government may, by notification in the Official gazette, appoint such
persons as it thinks fit to be Inspectors for the purposes of this Act, and define the local limits
within which they shall exercise their functions. Subject to any rules made in this behalf, an
Inspector may, within the local limits for which he is appointed.82
Powers Of Inspector
1. Enter at all reasonable hours, with such assistant (if any), being persons in the service
of the Government or any local or other public authority, as he thinks fit, any
premises or place where employees are employed or work is given out to out-workers
in any scheduled employment in respect of which minimum rates of wages have been
fixed under this Act, for the purpose of examining any register, record of wages or
notices required to be kept or exhibited by or under this Act or rules made there
50
under, and require the production there of for inspection
2. Examine any person whom he finds in any such premises or place and who, he has
reasonable cause to believe, is an employee employed therein or an employee to
whom work is given out therein
3. Require any person giving out-work and any out-workers to give any information,
which is in his power to give, with respect to the names and addresses of the persons,
to, for and from whom the work is given out or received, and with respect to the
payment to be made for the work.
4. Seize or take copies of such register, record of wages or notices or portions thereof as
he may consider relevant, in respect of an offence under this Act which he has reason
to believe has been committed by an employer.
Every Inspector shall be deemed to be a public servant. within the meaning of the
Indian Penal Code bound to do so within the meaning of section 175 and section 176 of the
Indian Penal Code 1830
Claims
Any specified area all claims arising out of the payment of less than the minimum
rates of wages or in respect of the payment of remuneration for days of rest for work done on
such days under clause (b) or clause (c) of sub-section (1) of section 13 or of wages at the
overtime rate under section 14, to employees employed or paid in that area. Where an
employee has any claim of the nature the employee himself, or any legal practitioner or any
official of a registered trade union authorised in writing to act on his behalf, or any Inspector,
or any person acting with the permission of the Authority appointed The appropriate
Government may, by notification in the Official Gazette, appoint any Commissioner for
workmen's Compensation or any officer of the Central Government exercising functions as a
Labour Commissioner for any region, or any officer of the State Government not below the
rank of Labour Commissioner or any other officer with experience as a judge of a Civil Court
or as a stipendiary Magistrate to be the Authority to hear and decide for.83
That every such application wil be presented within six months from the date on
which the minimum wages or other amounts became payable. further that any application
may be admitted after the said period of six months when the applicant satisfies the Authority
that he had sufficient cause for not making the application within such period. If the authority
hearing any application under this section is satisfied that it was either malicious or
vexatious, it may direct that a penalty not exceeding fifty rupees be paid to the employer by

51
the person presenting the application. Any amount directed to be paid under this section may
be recovered
Penalties For Certain Offences
Any employer who Pays to any employee less than the minimum rates of wages fixed
for that employee's class of work, or less than the amount due to him under the provisions of
this Act or Contravenes any rule or order made under section 13 shall be punishable with
imprisonment for a term which may extend to six months or with fine which may extend to
five hundred rupees or with both: Provided that in imposing any fine for an offence under this
section the Court shall take into consideration the amount of any compensation already
awarded against the accused in any proceedings taken under section 20.84
Contracting Out
Any contract or agreement, whether made before or after the commencement of this
Act, whereby an employee either relinquishes or reduces his right to a minimum rate of
wages or any privilege or concession accruing to him under this Act shall be null and void in
so far as it purports to reduce the minimum rate of wages fixed under this Act.85
TABLE 2.3
THE SCHEDULE EMPLOYMENT IN ANY RICE MILL86,
Sl. No. Classes of Employees Minimum rates of basic
wages per day. Rs. Ps.
1 Hamalis (Bag Carriers) 218.00
2 Bag Weighter of Katta Mazdoors 215.50
3 Bag Stitchers 215.50
4 Carriers of husk 210.50
5 Mazdoors including Miscellaneous Workers 210.50
6 Carriers of Rice 210.50
7 Engine Driver 225.00
8 Electrician 225.00
9 Fireman 211.00
10 Fitter 215.50
11 Hullerman 211.00
12 Maistries 218.00

86 Government of Tamilnadu Official Gazette. Dated on 16.03.2018
52
13 Mechanic 218.00
14 Oilers 210.50
15 Paddy Boilers 215.50
16 Paddy Drivers 210.50
17 Paddy Millers 210.50
18 Sweepers 210.50
19 Shellerman 210.50
20 Winnowers 210.50
21 Paddy Soakers 210.50
22 Water Carriers 210.50
23 Watchman 210.50
24 Mazdoors Employed in polishing 210.50
25 Rice Measures 211.00
26 Mazdoors employed in grinding grain 210.50
27 Dhall Manufacturers 210.50
28 Loadman 210.50
29 Peons 210.50
30 Carpenters 215.50
31 Varukadalai Workers 218.00
32 Clerk 6155.00 per month
33 Attenders 5938.00 per month
Above are basic wage, dearness allowance 130.00 had to be added in to get finial minimum
wage87
87 Government of Tamilnadu G.O.(2D) No. 19, Labour and Employment (J1), Dated on: 15th February 2018,
53
2.3.4 Employee’s Compensation Act, 1923
The growing complexity of industry in this country, with the increasing use of
machinery and consequent danger to workmen, along with the comparative poverty of the
workmen themselves, rendered it advisable that they should be protected, as far as possible
from hardship arising from accidents. After a detailed examination of the question by the
Government of India, Local Governments were addressed in July 1921, and provisional
views of the Government of India were published for general information. The advisability of
legislation had been accepted by the great majority of Local Governments and of employers‘
and worker’s associations and the Government of India believed that public opinion generally
is in favour of legislation. In June, 1922 a committee was convened to consider the question.
After considering the numerous replies and opinions received by the Government of India,
the committee was unanimously in favour of legislation, and drew up detailed
recommendations. On the recommendations of the committee the Employee‘s Compensation
Bill was introduced in the Legislature. The Employee‘s Compensation Bill having been
passed by the Legislature received its assent on the 5th March, 1923. It came into force on 1st
day of July, 1924.88
The Employee‘s Compensation Act, 1923 is one of the earliest labour welfare and
social security legislation enacted in India. It recognizes the fact that if a workman is a victim
of accident or an occupational disease in course of his employment, he needs to be
compensated. The Act does not apply to those workers who are insured under the Employees‘
State Insurance Act, 1948. Section 53 of the Employees‘ State Insurance Act provides that an
insured person or his dependents shall not be entitled to receive or recover whether from the
employer of the insured person or from any other person any compensation or damages under
the Employee‘s Compensation Act, 1923 or any other law for the time being in force or
otherwise in respect of an employment injury sustained by the insured person as an employee
under this Act.
Workers compensation is defined as the amount payable by an employer towards
employees for any injuries sustained during the course of their employment. It would cover
medical or other expenses incurred by the employees of a company during the course of
performing work-related activities. Workers protection is usually paid as a variable or base
pay. If an employer chooses the base pay option, then employees would be compensated
according to his or her role in the organization. Retirement benefits such as provident fund,
superannuation, house rent allowances and provident funds would be proportional to the
88 The Employee‘s Compensation Act, 1923 (8 of 1923), as amended by Act No. 22 of 1984.
54
basic salary. If an employer chooses the variable pay option, then the workers compensation
amount would be based according to the individual performance of that employee and how
much they contribute to the company goals.
The laws for workers compensation in India are covered by the Employee’s
Compensation Act, 1923.89 The Employee’s Compensation Act is administered on a state
level by the Commissioners for Employee’s Compensation. This Act sets guidelines for
employers to provide compensation for workers and their families in cases of employment-
related injuries that result in death or disability. Workers who are covered under this act
include those employed in plantations, mines and mechanically drive vehicles, construction
works, factories and other areas where workers are in considerable physical danger.
According to this act, the amount that is payable to the workers depends on certain factors
like the nature of injury, age of the injured worker and his or her average monthly wage. The
Employee’s Compensation Act also sets form minimum and maximum rates for workers
compensation payable for death and disability. These minimum rates have been fixed over
time with various amendments over the years. The most significant amendment, however,
was the Employee’s Compensation (Amendment) Act, 2000. According to this amendment,
workers or family members would receive compensation amounts at a greater rate if they
died or were disable in the line of job. You can find several insurance companies in India that
offer policies for big and small business workers compensation India. For example, United
India Insurance Company offers Employee’s compensation insurance. As an employer, you
can also get an insurance policy to cover your liabilities towards workers compensation in
India. The premium payable would be based according to employee wages, and such policies
are commonly known as employer‘s liability insurance policies. They indemnify the insured
employer against liabilities towards workers compensation in India.
DEFENCES OF THE EMPLOYER
Prior to the passing of this Act, the employer was liable to pay compensation only if
he was guilty of negligence. Even in case of proved negligence, the employer could get rid of
his liability by using any of the following defenses:
The Doctrine of Assumed Risks: If the employee knew the nature of the risks he was
undertaking when working in a factory, the employer had no liability for injuries. The court
assumed in such case that the workman had voluntarily accepted the risks incidental to his
89 For Statement of Objects and Reasons, see Gazette of India, 1922, p. 313, and for
Report of Joint Committee, see Gazette of India, 1923, p. 37.
55
work. The doctrine followed from the rule Volenti Non Fit Injuria, which means that one,who
has volunteered to take a risk of injury, is not entitled to damages if injury actually occurs.
The Doctrine of Common Employment: Under this rule, when several Persons work
together for a common purpose and one of them is injured by some act or omission of
another, the employer is not liable to pay compensation for the injury.
The Doctrine of Contributory Negligence: Under this rule' a person is not entitled to
damages for injury if he was himself guilty of negligence and such negligence contributed to
the injury.
The three aforesaid defenses and the rule no negligence no liability made It almost
impossible for an employee to obtain relief in cases of accident. The Workmen's
Compensation Act of 1923 radically changed the law. According to this Act, the employer is
liable to pay compensation irrespective of negligence. The Act looks upon compensation as
relief to the workman and not as damages payable by the employer for a wrongful act or tort.
Hence contributory negligence by the employee does not disentitle him from relief. For the
same reason, it is not possible for the employer to plead to the defense of common
employment or assumed risks for the purpose of avoiding liability. Thus the Act makes it
possible for the workman to get compensation for injuries, unimpeded by the legal obstacles
set up by the law of Torts.
Two Ways For The Claiming Compensation
An injured workman may, if he wishes, file a civil suit for damages against the
employer. Section 3(5),90 however, provides that if such a suit is filed, compensation cannot
be claimed under the Act and if compensation has been claimed under the Act, or if an
agreement has been entered into between the employer and the workman for the payment of
compensation, no suit can be filed in the civil court. Thus the workman has to choose
between two reliefs (i) civil suit for damages and (ii) claim for compensation under the Act. .
He cannot have both.
In a civil suit for damages, it is open to the employer to plead all the defences
provided by the law of Torts. Therefore, a civil suit is a risky procedure for a workman and is
rarely adopted. The legal position of workmen has, however, been improved by two Acts,
viz., The Indian Fatal Accidents Act of 1855 and the Employers' Liability Act of 1938.
90Sec 3(5) The Employees Compensation Act, 1923.

56
Employer’s Liability For Compensation
An employer is liable to pay compensation if personal injury is caused to a workman by
accident arising out of and in the course of his employment. 33An employer is not liable in
following cases:
Injury which does not result in total or partial disablement of workman for a period
exceeding 3days. Injury caused by an accident directly attributable to workman under
influence of drinks or drugs, willful disobedience of express orders for safety, willful removal
of safety guard or device. [Even if such case, if the workman dies or suffers permanent total
disablement, the employer will be liable.
Occupational Disease
The Act recognizes that the workman employed in certain types of industries of
occupation risk exposure to certain occupational disease peculiar to that employment.
Employer is liable if a workman contracts any specified occupational disease, while he is in
service of employer for at least 6 months91.
Employer’s Fault Is Immaterial
The compensation is payable even when there was no fault of employer. In New India
Assurance Co. Ltd. v. Pennamna Kuriern , the Court held that the claim of workmen for
compensation under Motor Vehicle Act was rejected due to negligence of employee, but
compensation was awarded under Employee’s Compensation Act on the principle of no fault.
Compensation Payable Even If Workman Was Careless

Compensation is payable even if it is found that the employee did not take proper
precautions. An employee is not entitled to get compensation only if (a) he was drunk or had
taken drugs (b) he willfully disobeyed orders in respect of safety (c) he willfully removed
safety guards of machines. However, compensation cannot be denied on the ground that
workman was negligent or careless.
Number of Workmen Employed Is Not Criteria
In definition of workman‘ in schedule II, in most of the cases, number of workmen
employed is not the criteria. In most of cases, employer will be liable even if just one
workman is employed. The Act applies to a workshop even if it employs less than 20
workmen and is not a factory under Factories Act.
91 Sec 3(2) The Employees Compensation Act, 1923

57
Compensation Payable Under The Act
Act prescribes the amount of compensation payable under the provisions of the Act. Amount
of compensation payable to a workman depends on92:
1. The nature of the injury caused by accident.
2. The monthly wages of the workman concerned, and
3. The relevant factor for working out lump-sum equivalent of compensation
amount as specified in Schedule IV (as substituted by Amendment Act of
1984).
4. There is no distinction between an adult and a minor worker with respect to the
amount of compensation.
Provisions for compensation under Section 4
1) Death,
2) Permanent total disablement,
3) Permanent partial disablement, and
4) Temporary disablement -Total Or Partial.
1) Compensation for Death
Where death results from an injury, the amount of compensation shall be equal
to 50 percent of the monthly wages of the deceased workman multiplied by the relevant
factor, or Rs. 85,000 whichever is more.
2) Compensation for Permanent Total Disablement
Where permanent total disablement results from an injury, the amount of compensation payable
shall be equal to 60 percent of the monthly wages of the injured workman multiplied by the
relevant factor, or Rs. 90,000, whichever is more.
3) Compensation for Permanent Partial Disablement:
i) In the case of an injury specified in Part II of Schedule I, such percentage of the
compensation which would have been payable in the case of permanent total disablement as
is specified therein as being the percentage of the loss of earning capacity caused by the
injury; and in other words, the percentage of compensation payable is proportionate to the
loss of earning capacity permanently caused by the Scheduled injury. Thus, if the loss of
earning capacity caused by an injury specified in Part II of Schedule I is 30 percent, the
amount of compensation shall be 30 percent of compensation payable in case of permanent
total disablement.
92 Sec-4, Employee Compensation Act -1923

58
ii) In the case of an injury not specified in Schedule I such percentage of the compensation
payable in the case of permanent total disablement as is proportionate to the loss of earning
capacity (as assessed by the qualified medical practitioner) permanently caused by the injury.
4) Compensation for Temporary Disablement
A half monthly payment of the sum whether total or partial results equivalent to 25% of
monthly wages of the from the injury workman to be paid in the manner prescribed.
5) Compensation to be Paid when due and Penalty for Default:
Section 4A provides for the payment of compensation and the penalty for
default. It provides that compensation shall be paid as soon as it falls due. Section 4 mandates
employer to pay compensation amount as soon as it falls due to victim or his or her legal
heirs.
However, where the employer does not accept the liability for compensation to the
extent claimed, he shall be bound to make provisional payment based on the extent of
liability which he accepts, and such payment shall be deposited with the Commissioner or
made to the workman, as the case may be, without prejudice to the right of workman to make
any further claim.
Although there has been growing awareness among the employers of the fact that the
welfare activities have got beneficial impact, reflecting improved health, increased happiness
of the workers, better industrial relations, increased efficiency & productivity resulting in
higher level of output, there has yet been wide variation in the nature and quality of welfare
amenities provided in different industrial undertakings. Another notable feature of workers
welfare work is that with rare exceptions the provision of welfare measures seems to owe its
existence more to possession of adequate funds rather than to deliberate planning.
The whole picture of welfare work reveals that it is necessary to lay down social
minima of welfare amenities in the context of types of industrial workers and their problems.
Apart from the legislative responsibility, the State as an employer has the basic social
responsibility of acting as a model employer by providing standard quality of welfare
measures. So far as employers are concerned, it is generally agreed that they are responsible
for providing such facilities that can best be provided at the place of work. However, they
cannot absolve themselves of social responsibility of providing even such services which may
strictly be contended to fall in the sphere of the State. In view of the fact that welfare work, if
provided in a spirit of sympathy, fairness, mutual compromise and respect welds the
employer-employee relations into a potential and peaceful entity, every attempt has to be
made to enlist worker’s cooperation and active participation. On the whole, the success of
59
welfare schemes depends as much on the manner in which they e administered and
introduced as on the nature and quality of facilities offered. Further, a Welfare Officer who
has to act as a go-between should have adequate understanding of psychology and to win the
confidence of the workers.
Life cannot be valued. Similarly no human being can put any monetary value of his
limb or of any other human being. How does one assess the value of the loss of all faculties
when some victim of an accident loses his mental faculties and lives in vegetative state. The
courts can only grant compensation for the pecuniary and monetary loss caused and some
other expenses, but no court can even attempt to grant compensation for loss of life or limb.
Mainly pecuniary loss has to be assessed. Nominal damages for funeral expenses, loss of
consortium and conventional damages. Long expectation of life is connected with earning
capacity. In its very nature whenever a Tribunal or a Court is required to fix the amount of
compensation in cases of accident, it involves some guess work, some hypothetical
consideration, some amount of sympathy linked with the nature of the disability caused.
60
CHAPTER III
WELFARE SCHEME AVAILABLE OF RICE MILL
WORKERS AND REQUIREMENT OF WORKER
61
CHAPTER III
WELFARE SCHEME AVAILABLE OF RICE MILL WORKERS AND REQUIREMENT
OF WORKER
3.1.1Rehabilitation of Bonded Labour
In order to assist the State Governments in the task of rehabilitation of identified and
released bonded workers, a Centrally Sponsored Plan Scheme for Rehabilitation of Bonded
Labour has been in operation since May, 1978. The Government has revamped the Centrally
Sponsored Plan Scheme for Rehabilitation of Bonded Labourers with effect from 17 th May,
2016. The salient features of the ‘Central Sector Scheme for Rehabilitation of Bonded
Labourer, 2016’ are as under:
Financial assistance is provided for rehabilitation of a rescued bonded labourer at the rate
of rupees one lakh for adult male beneficiary, Rs. 2 lakh for special category beneficiaries
such as children including orphans or those rescued from organized & forced begging rings
or other forms of forced child labour, and women and Rs. 3 lakh in cases of bonded or forced
labour involving extreme cases of deprivation or marginalization such as trans-genders, or
women or children rescued from ostensible sexual exploitation such as brothels, massage
parlours, placement agencies etc., or trafficking, or in cases of differently abled persons, or in
situations where the District Magistrate deems fit.
The financial assistance for rehabilitation is 100% reimbursed by the Central
Government. The Scheme also provides for financial assistance of Rs. 4.50 lakh per district
to the States for conducting survey of bonded labourers, Rs. 1.00 Lakh for evaluatory studies
and Rs.10 Lakhs per State per annum for awareness generation. Central Government will
give 50% of the amount required for conducting Survey, Awareness Generation and
Evaluatory Studies in advance. A State may conduct survey once in every three years per
sensitive district. A State may conduct five Evaluatory Studies per year.
The release of rehabilitation assistance has been linked with conviction of the
accused. However, immediate assistance upto Rs. 20,000/- may be provided to the rescued
bonded labour by the District Administration irrespective of the status of conviction
proceedings.
The Scheme provides for creation of a Bonded Labour Rehabilitation Fund at District
level by each State with a permanent corpus of at least Rs. 10 lakh at the disposal of the
District Magistrate for extending immediate help to the released bonded labourers.
62
The benefits prescribed above shall be, in addition to, other cash or non-cash benefits
which a beneficiary under this scheme is entitled to, by or under any other scheme or law
applicable for the time being in force.
3.1.2 National Child Labour Project Scheme
Government had initiated the National Child Labour Project (NCLP) Scheme in 1988
to rehabilitate working children in 12 child labour endemic districts of the country.
Objective of the Scheme:
This is the major Central Sector Scheme for the rehabilitation of child labour.The
Scheme seeks to adopt a sequential approach with focus on rehabilitation of children working
in hazardous occupations & processes in the first instance. Under the Scheme, survey of child
labour engaged in hazardous occupations & processes has been conducted. The identified
children are to be withdrawn from these occupations & processes and then put into special
schools in order to enable them to be mainstreamed into formal schooling system. Project
Societies at the district level are fully funded for opening up of special schools/Rehabilitation
Centres for the rehabilitation of child labour.
The special schools/Rehabilitation Centres provide:
● Non-formal/bridge education
● Skilled/vocational training
● Mid Day Meal
● Stipend @ Rs 150/- per child per month.
● Health care facilities through a doctor appointed for a group of 20 schools.
The Target group

The project societies are required to conduct survey to identify children working in
hazardous occupations and processes. These children will then form the target group for the
project society. Of the children identified those in the age group 5-8 years will have to be
mainstreamed directly to formal educational system through the SSA. Working children in
the age group of 9- 14 years will have to be rehabilitated through NCLP schools established
by the Project Society.
Project Implementation:
63
The entire project is required to be implemented through a registered society under
the Chairmanship of administrative head of the district, namely, District Magistrate/
Collector/ Deputy Commissioner of the District. Members of the society may be drawn from
concerned Government Departments, representatives of Panchayati Raj Institutions, NGOs,
Trade Unions, etc.
Funding pattern
The projects have been taken up in the Central Sector, the entire funding is done by
the Central Government (Ministry of Labour & Employment). Funds are released to the
concerned Project Societies depending upon the progress of project activities.
Present Status of NCLP Scheme:
At present about 6000 special schools are in operation under NCLP scheme. As on
date more than 10 lakhs children have been mainstreamed into the formal education system
under the Scheme.
3.1.3 Aam Admi Beema Yojana
The workers in the constitute about 93% of the total work force in the country. The
Government has been implementing some social security measures for certain occupational
groups but the coverage is miniscule. Majority of the workers are still without any social
security coverage. Recognizing the need for providing social security to these workers, the
Central Government has introduced a Bill in the Parliament. One of the major insecurities for
workers is the frequent incidences of illness and need for medical care and hospitalization of
such workers and their family members. Despite the expansion in the health facilities, illness
remains one of the most prevalent causes of human deprivation in India. It has been clearly
recognized that health insurance is one way of providing protection to poor households
against the risk of health spending leading to poverty. However, most efforts to provide
health insurance in the past have faced difficulties in both design and implementation. The
poor are unable or unwilling to take up health insurance because of its cost, or lack of
perceived benefits. Organizing and administering health insurance, especially in rural areas,
is also difficult.
3.2 The Tamilnadu Labour Welfare Fund
Tamilnadu Labour Welfare Fund Act, 1972 was passed by the State and was given
effect from 1.1.1973. The Statutory Labour Welfare Board was formed with effect from
1.4.1975 with the Minister In-charge of Labour as Chairman. five representatives of
employees, five representatives of employers, three members of State Legislative Assembly,
64
four Official members and two Non-Official members. 93 Tamilnadu labour welfare
fundThrough the board the welfare fund is collected and maintained by this board,through the
fund various welfare programmes are granted to workers, their dependent and children’s. The
Tamilnadu Labour Welfare Board was constituted by the Government of Tamilnadu in the
year 1971 by an executive order of the Government with the view to promote the Welfare of
the employees and their dependents with an grant of Rs.5 lakh.
Sources Labour Welfare Fund
Yearly Subscription
The employees contribute Rs.10/- and employers Rs.20/- per worker and the
Government Rs.10/- per worker every year towards this fund.
All Unpaid Accumulations due to workers
Labour welfare fund collected yearly. The income and expenditure account maintained
by Tamilnadu Labour Welfare Board. Unpaid accumulations due of every year account will
audited and surplus amount carried forward to next year this sources also an important
sources of labour welfare fund.
All fines realised from the workers
The fine amount imposed by the courts and compounding fees collected by the
enforcement officers against the employers for violation of Labour Acts and Rules also
become a source of the Labour Welfare Fund. All fines and realizations there of shall be
recorded in the register to be kept by the employer in such forms as may be prescribed and all
such realization shall be collected. Delay in payment of welfare fund fine collected both from
worker and employer
Deductions Amount collected for absence from duty
Deductions may be made on account of the absence of an employed person from the
place or places where, by the terms of his employment, he is required to work, such absence
being for the whole or any part of the period during which he is so required to work.
The amount of such deduction shall in no case bear to the wages payable to the
employed person in respect of the wage-period for which the deduction is made a large
proportion than the period for which he was absent bears to the total period, within such
wage-period, during which by the terms of his employment, he was required to work.
Provided that, subject to any rules made in this behalf by the appropriate Government, if ten
or more employed persons acting in concert absent themselves without due notice (that is to
say without giving the notice which is required under the terms of their contracts of
93 Hand book of labour welfare board ,tamilnadu

65
employment) and without reasonable cause, such deduction from any such person may
include such amount not exceeding his wages for eight days as may by any such terms be due
to the employer in lieu of due notice . 94the amount is registered in account book that
collection amount sent to welfare fund
Other Sources Labour Welfare Fund
● Any interest by way of penalty, paid under Section 14 of the Tamilnadu Labour
Welfare Fund Act, 1972.
● Any Voluntary Donation.
● Any amount raised by the Board from other sources to augment the resources of the
Board.
● Any fund transferred under Sub-section 5 of Section 17 of the Tamilnadu Labour

Welfare Fund Act, 1972.
● Any sum borrowed under Section 18 of Tamilnadu Labour Welfare Fund Act,1972
● Any unclaimed amount credited to the Government in accordance with the rules made
under the Payment of Wages Act, 1936 and Minimum Wages Act, 1948.
● Grants or Advances made by the Government.
● All fines imposed and realised from Employers by Courts for violation of Labour
Laws less the deduction made by Courts towards administrative expenses.
LABOUR WELFARE SCHEMES
Tailoring Centres
Wives and unmarried daughters and sisters of workmen who are contributors of the
Tamilnadu Labour Welfare Fund are eligible to undergo training in Tailoring Centre. The
course is for one year commencing from January. The trainees are paid a sum of Rs.150/-per
month as stipend. At the end of the Course, the trainees are sent to the examinations
conducted by the Government. The first rank holder in each centre is given a prize of Sewing
Machine for lower as well as higher grade.
Conditions
94 section 9 (2) of the Payment of Wages Act,1936 and Sub-section (2) of section 36 of the Tamil Nadu Shops
and Establishments Act, 1947.
66
1. Worker should be a contributor to labour welfare fund.
2. Worker’s monthly salary should not exceed Rs.15,000/-
3. Wives and unmarried daughter and sister who attained by 16 years of the worker are
admitted.
4. Knowledge to read and write
Enclosures to be attached with application
1. Birth certificate
2. Should have passed 8th std for attending government examination
3. For others. Who are not attending the government examinations it is enough if they
know to read and write
67
Pre-schools
Worker’s children in the age group of 2 to 5 are admitted in the creche. Every day the
children are given nutritious mid-day meals and 150 ml. milk in the evening. They are given
eggs thrice a week and plantain fruits twice a week. Children are imparted education in
Tamil, Maths and English and also provided with two sets of Teri-cotton Uniforms. Pre-
schools are functioning from June to April of every Year.
Conditions
2. Worker,s monthly salary should not exceed Rs.15,000/-
3. Worker children in the age of 2 to 5 years are admitted
1. Birth certificate
2. Monthly salary slip
Reading Rooms
Reading rooms are functioning in all the labour welfare centres where in news papers
and magazines are provided for the benefit of the workers
Conditions
1. Identity card issued by the employer.
Educational Scholarship
Scholarships are given to the children of the workers for pursuing their higher
education at the rates as indicated below:
TABLE 3.1
1. Master Degree in Engineering
2. Master Degree in Medical
3. Master Degree in Law
Rs.12000/-
4. Master Degree in Agriculture
5. Master Degree in Education
6. Master Degree in Physical Education
7. Bachelor Degree in Engineering Rs.8000/-
8. Bachelor Degree in Medical
9. Bachelor Degree in Law
10. Bachelor Degree in Agriculture
68
11. Bachelor Degree in Education
12. Bachelor Degree in Physical Education
13. Diplomo in Engineering
14. Diplomo in Medicine
Rs.5000/-
15. Certificate Course in Physical Education
16. Diplomo in Teacher Training Education
17. Higher Secondary Rs.4000/-
18. I.T.I Rs.4000/-
Conditions
3. Should apply on or before 31st october
1. Mark certificate
Educational Incentive
Cash Award of Rs.2000/-for 10standard and Rs.3,000/-for 12standard is being given
to the children of the workers who secured first 10 places in Government Public
Examinations in each Educational District.
Conditions
1. Mark certificate
Book Allowance
Book Allowances are given to the children of the workers for pursuing their studies at
the rates as indicated below
TABLE 3.2
1. Higher Secondary 1000/-
2. Diploma Course 1500/-
3. Bachelor Degree 2000/-
4. Master Degree 3000/-
69
Conditions
Basic Computer Training
The basic computer training is given to selected worker. The basic computer training
given in not the free of cost. The trainee has pay fee for computer courses but Reimbursement
of Rs.1000/-is given to five employees or dependants in each Revenue District for Basic
Computer Training.
Conditions
1. Course completion certificate issued by
government approved institute
Spectacles Assistance
If a work have the problem in eyes. If he needed spectacles the welfare scheme also
assisted the workman financially to get spectacles. Now the worker has to pay or advance
payment shout be made for Reimbursement of the cost of Spectacles of Rs.1000/-is given to
the workers on production of Doctor’s Prescription.
Conditions
2. Doctors prescription
3. Cash bill for purchase of spectacles and
4. Advance
5. receipt
70
Typewriting /Shorthand Assistance
Worker’s children who have passed the Typewriting/Shorthand Govt. Examinations.
To encourage the children of worker a gift amount are paid from welfare fund. Under this
scheme. who have passed the Typewriting/Shorthand Govt. Examinations are paid Rs.1000/-
for Typewriting Lower, Rs.600/-for Typewriting Higher and Rs.1500/-for Shorthand Lower
and Higher.
Conditions
2. 10th /12th standard pass certificate
3. Examination hall ticker (original)
4. Examination pass certificate
Marriage Assistance Scheme
If the worker son and daughter got married a small assistance pay to employee. An
employee can get this assistance for their two son or daughter. A sum of Rs.10,000/-is given
as Marriage Assistance to employees or their Son/Daughter who legally attain the age of
marriage. The amount also credited to employee bank account . this scheme also well
assistance scheme for the employee .
Conditions
3. Should apply within 3 months from the date of marrage
2. 10th /12th standard pass
3. Certificate Examination hall ticker (original)
4. Examination pass certificate
Assistance for Accidental Death and Funeral Expenses
Accidental Death Assistance of Rs.1,00,000/-is given to the dependant of the worker
who dies in accident. In addition to that Rs.5,000/-towards Funeral expenses is paid to
dependant of worker for Accidental Death. this an dependant benefit. It should be an accident
made while working not natural the police report is compulsory for getting this assistance.
71
Conditions
3. Should apply within 6 months from the date of death
1. Last drawn full Monthly salary slip
2. Death certificate
3. Legal heir certificate and NOC
4. FIR copy
5. Post-Mortem Report or Final Medical Report
6. Advance stamped receipt for Rs 1,05,000/-
Assistance for Natural Death and Funeral Expenses
From the welfare fund dependant benefit of Natural Death Assistance also paid. the
amount of Rs.25,000/-is given to the dependant of the worker. In addition to that Rs.5,000/-
towards Funeral expenses is paid to dependant of worker for Natural Death. Death is out of
work place not by accident.
Conditions
3. Should apply within 6 months from the date of death
1. Last drawn full Monthly salary slip
2. Death certificate
3. Legal heir certificate and NOC
4. Advance stamped receipt for Rs 30,000/-
Hearing Aid, Artificial Limbs and Three Wheelers
Reimbursement of cost of Hearing Aid upto Rs.1000/-is given to hearing impaired
workers/dependents. Similarly, cost of Artificial Limbs are also reimbursed and Three
wheelers are given free of cost to the handicapped workers.
Conditions
3. Reimbursement of cost of hearing aid and artificial limbs are given to worker and
their children.
4. Three wheelers are given to the workers
72
1. Doctors prescription
2. Salary certificate
3. Cash bill for purchase of hearing aid or artificial limb
Holiday Homes
Holiday Homes have been constructed by the Tamilnadu Labour Welfare Board at
Mamallapuram, Courtallam and Valparai for the workers and their family to enjoy their
holidays.
i) A Holiday Home “Jawaharlal Nehru Illam” is functioning at Mamallapuram from 1988.
Forty Four beds are provided therein.
ii) A Holiday Home “Singaravelar Illam” is functioning at Valparai from 1987. Thirty beds
are provided therein.
iii) A Holiday Home “Thiru-vi-ka Illam” is functioning at Courtallam from 1983. Ninety
three beds are provided therein.
TABLE 3.3
Rent For Holiday Homes
Rest House Labour public
Double room Dormitory Double room Dormitory
Mamallapuran 70/- 40/- 375/- 190/-
Valpari 80/- 40/- 375/- 190/-
Courtallam Ordinary/ 60/70 40/60 250/375 125/190
Season days
Conditions
1. Worker should be a contributor to labour welfare fund. Enclosures to be attached with
application
2. Employers certificate
Jeeva Illam
A rest house named “Jeeva Illam” has been constructed in Chennai in the year 1981
for accommodation of the Office bearers of registered Trade Unions who come to Chennai
from various places in Tamilnadu to conduct cases on behalf of the workers. Sixty two beds
are provided therein.
Rent For Jeeva Illam (Trade Union Leaders only)
Double Bed Room -Rs.80/
Dormitory -Rs.50/
73
Conditions
1.Should be a Trade union representatives for organised sector.
1.Letter from labour department or court
T.B Wards
Tamilnadu labour welfare board has reserved beds for workers in T.B Wards in
Tambaram, Sanatorium(Chennai). Tiruppur, Asaripallam (Kanyakumari District).
Austinpatti (Madurai district) and Kilpennathur (Vellore District) for the benefit of the
workers
Uzhaippavar Ulagam
A monthly magazine named “Uzhaippavar Ulagam” is published by this Board. This
magazine carries articles on judgements related to Labour Disputes, details of Labour Laws,
Amendments, Question-Answers and Letters from readers etc. The cost of an issue is Rs.10/-,
annual subscription Rs.100/-and Life subscription is Rs.1000/-
TABLE 3.4
Manner Of Execution Of Schemes
Spectacles On their application with complete
Reimbursement of Typewriting and details, the amount will be sanctioned
Shorthand fees within 7 days of its receipt.
Hearing aids, Artificial Limbs and
Three-Wheelers
Funeral Expenses
Book Allowance Within 15 days from the last date
Scholarship specified for receipt of the application
Education Incentive the amount will be sanctioned.
Computer Education (Last date for application is 31st October)
74
TABLE 3.5
Statement showing number of beneficiaries and amount spent on various Labour
Welfare Schemes during the year 2019-202095,
Sl. No Schemes Benefi ciaries Amout Rs
1 Milk for children 248 1,49,450 2
2 Mid day Meals for children 64,897
3 Eggs for children 67,519
4 Fruits for children 19,766
5 Stipend to Tailoring Students 818 5,17,603
6 Related other expenditure on Tailoring 2,12,81,547
Centres
7 scholarship 37 2,93,000
8 Book Allowance 45 72,835
9 Marriage Assistance 88 8,80,000
10 Spectacles Assistance 288 2,47,233
11 Natural Death Assistance / Funeral 83 24,75,000
Expenses
12 Accident Death Assistance/ Funeral 40 41,91,000
Expenses
13 Expenditure for Uzhaippavar Ulagam 4,396 4,82,795
14 Rest Houses Expenditure 6,414 44,51,754
Total 12,457 3,51,94,406
3.3. Roll Of The Government For Rice Mill Worker’s Welfare Measures
Labour problems constituted a serious menace to the society, and needed solution is
not to eradicate then at least to mitigate them in the very beginning, employers paid their sole
attention to the maintenance of machines and the improvement of the technical knowhow to
the utter neglect of the human hands employed to man the machines because they wire
readily available and could be easily replaced 96. Workers were illiterate and poor and
therefore unconscious of their rights. The social-economic status of the workers was far
below the status of their employer. As such they could not exercise their free will in
negotiating with the employer for employment. The employer taking advantage of the poor
95 Tamilnadu Labour And Employment Department, Report: Policy Note 2020-2021

96 V.V. Giri, labour problems in industry p.115
75
condition of the workers dictated their own-terms and conditions with regard to wages, hours
of work, leave, etc…. the workers were left with no choice but to accept such terms because
service was the sole means of earning their livelihood. Neither the government nor the law
courts took special notice of these problems because they laid too much emphasis the policy
of the non-interference and freedom of contract thus, with the lapse of time the situation
turned out to be so worse and the society became so much adversely affected that the
government was compelled to take some action to remedy these problems
The workers problems are the socio- economic term widely used toward the turn of
the twentieth century with various applications. It has been defined in many ways, such as
"the problem of improving the conditions of employment of the wage-earning classes." It
encompasses the difficulties faced by wage-earners and employers who began to cut wages
for various reasons including increased technology, desire for lower costs or to stay in
business. The wage-earning classes responded with strikes, by unionizing and by committing
acts of outright violence. It was a nationwide problem that spanned nearly all industries and
helped contribute to modern business conditions still seen today. Possible causes include the
failure to account for the negative externality of reproduction in the face of finite natural
resources which results in over-supply of labor and falling living standards for wage-laborers,
depersonalization by machines and poor working conditions.
After independence the national government paid much attention to the
improvement of the conditions of labour in industry, for the prosperity of a country depends
upon the development and growth of industry. No industry can flourish unless there is
industrial peace and co-operation.97 industrial peace is possible only with the co-operation of
labour and capital. To ensure better co-operation the wage earner who is a partner in the
production should be allowed to have his due share of the profit for increased production
therefore, we have to shape our economic policy in such a manner as to give labourer his due
status by offering him reasonable working conditions and due share in production. That
means social justice to the people lf India . social justice means achievement of socio-
economic objectives. Labour legislation is one of the most progressive and dynamic
instruments for achieving socio-economic role in social engineering and social action. it is
here that the industrial law distinguishes itself from other branches of law and awaits the
development of wholly different jurisprudences to expound it”.
97 G.M.Kothari, a study of Industrial Law. p 38

76
3. 4. Rice Mill Industry Under COVID19 Situation
Rice mill industry comes under the food processing industry. Rice is a most
consumable food in Tamilnadu. So far rice mill comes under the essential commodities. Rice
mill industry to allowed running without any interruption. Even the full lack down period 23
march 2020 to 31 may 2020. It is the reason of running due to full fill the food need of the
people. The employer distributed the identity card to all workers for police and health
officials verification. The Police and Health department also rendering a best cooperate with
rice mill workers. If the worker does not have identity card they are not allowed to go
anywhere. Due to lockdown the public transport are suspended by the government so that
workers have some problem to reach rice mills on time. The minimum workers are used their
own vehicles like bike and bicycle but most of the works reached rice mills by walk even the
distance of 10 km. The employer arranged some transport facility only for the night shift
women workers.
3.5. Requirement Of Worker
Following are requirement of the rice milling industry works .
3.5.1Trade Union
Lack of trade union among The rice mill workers also an major drawback in
Mannachanallur rice milling worker. Even more than 2000 workers engaged in Ricemilling
industry no organised trade union is there. Only a small size union is there which consist of 5
to 10 member according their job. Like Hamalis (Bag Carriers). No female workers not aware
about trade union .in every rice mill 30 to 60 number of workers engaged in milling process
no co-ordination with in rice mill and no co-ordination with rice mills. So need for trade
union Decisions taken through the process of collective bargaining and negotiations between
employer and unions are more influential. Trade unions play an important role and are
helpful in effective communication between the workers and the management. They provide
the advice and support to ensure that the differences of opinion do not turn into major
conflicts. The central function of a trade union is to represent people at work. But they also
have a wider role in protecting their interests. They also play an important role in organizing
courses for their members on a wide range of matters. Seeking a healthy and safe working
environment is also prominent feature of the trade union.
Trade Unions are important to workers for the following reasons:
1. Trade Unions are worker’s tool for collective bargaining. Industries with trade unions
always have higher wage structures. Trade Unions negotiate with employers for better terms
and conditions of employment and for healthy workplace standards.
77
2. Trade Unions strengthen worker’s demand for better labour and industrial legislation. The
ability of unions to represent workers and their families stand as an asset, for which political
parties try to woo them by offering better deals in terms of pro labour legislation. Better
medical facilities, welfare schemes, annual leave, insurance and other benefits are the results.
3. Trade unions can ensure more job security for its members than non unionized,
unorganized workers.
4. Unions provide legal support to workers when they face police action and legal tangles.
5. Factories with union activity are safer when it comes to chance for industrial accidents.
Unions pressurize employers to ensure better safety standards and use their influence with
law enforcement agencies to assure better safety measures at workplace.
6. Trade unions protect workers against physical and mental torture and exploitation of
superiors at workplace.
7. Worker’s individual rights and liberties are better protected by trade unions. It protects
women employees against sexual harassment.
8. Trade Unions in advanced countries often provide educational support and training for skill
up-gradation.
9. Trade unions can negotiate with management for mutual give and take in matters of
increased productivity. When there is higher demand of production trade unions can negotiate
better remuneration, so that both workers and managements benefited.
10. Since trade unions protect their interests, workers can remain motivated and their
economic, social, political well being are taken care of.
3.5.2 Working Condition Improvement
Proper management of Manpower
Mannachanallur is a center town panchayat for 45villeges. Most of the village
people depending on agriculture and agriculture related job. Due to failure of rain the most of
village people migrated to town for employment purpose. Even the covid19 situation many
other industry people turn to the rice mill industry. Their most preference is rice mill so that
supplier of workers is very higher than the demand. Due to implantation of advance
technology in rice mill industry existing number of employee also reduced. Therefore
existing workers also straggled for hold their work. Therefore an effective system needed for
utilizing excess manpower in proper way.
Transport facility
The most of mill workers are come from surrounding villages of mannachannlur,
Most of them are female . Some people are working time also at night time, Mannachanallur
78
is well connected surrounding villages by road So most of the workers relay on public
transport but mostly public transport are available at day time only . The employer not
arranging transport facility to the workers especially night shift female workers are suffering
lot by this cause, If work is finished at midnight time they have to wake to reach home
without any assistance most of worker from 5km to 10 km some of the male workers
reaching rice mill through bicycle but it not preferable for women because if the ride more
than 5km alone in night time it’s not safety for them. Proper transport facility needed for rice
mill workers at night time.
Skill Development Of Labours
Ricemilling industry workers are 73% are not passed sslc . Most of them below the
5th standard school education. They not have any technical skill and more over rice milling
industry does not require any specific technical knowledge. It require only man power
oriented work. Like unloading paddy bag from vehicles. Loading rice from godown to
boilers, collecting boiled rise and drying. Loading boiled rise in machine, collecting rice,
husk and broken rice. Finally rice, husk and broken rice. So most of the wore are manual here
no technical knowledge required . so most of the worker unskilled worked so they depends
on rice mills for their revenue. If their throughout the rice mill they will be not able to get
another jobs
Personal Problem
Abolition Sex Discrimination
For sex discrimination to be illegal, it has to involve different treatment that negatively
affects the terms or conditions of employment. Unlawful sex discrimination occurs when an
employer treats an applicant or employee differently and less favorably because of his or her
sex or gender1 or because the person is affiliated with an organization or group that is
associated with a particular sex. Sex discrimination includes treating an employee or an
applicant differently based on sex stereotypes or because he or she does not conform
to traditional notions of femininity or masculinity. Sex discrimination also includes
unwelcome sexual advances, requests for sexual favours and other verbal or physical
harassment of a sexual nature. Sexual harassment may also include offensive remarks
made about women or men in general.
Many have generally shared the assumption that women‟s entry into the labour
market or the sphere of non-household activities is an important route to their development
and empowerment. In case of India and other South Asian countries, such a prognosis is
argued to be very much valid as social norms and patriarchal value structure constrain
79
women's access to economic resources and their participation in social spheres. It is also true
that their employment activity is governed by ideological and gender considerations. The
myth of man as breadwinners has also affected state policies and actions. The „social
invisibility‟ of women has contributed to the limited perception of their role. This is despite
the fact that women are making inroads into new occupations including those earlier
dominated by man. Yet, it is found to be a misnomer that women‟s entry into the labour
market automatically contributes to their wellbeing. This is because, women, on the whole,
constitute a separate category in the labour market, concentrated in certain specific degraded
occupations and under particular type of organization and working conditions commonly
known as the „unorganized‟ or „informal‟ sector. Quite obviously, the fruits of development
are not reaching all sections of women. The feminists, therefore, continue to debate the ways
in which women’s engagement in informal employment affect their lives.
Fixation Of Working Hours
As per the Factories Act 1948, every adult (a person who has completed 18 years of
age) cannot work for more than 48 hours in a week and not more than 9 hours in a day.
According to Section 51 of the Act, the spread over should not exceed 10-1/2 hours.
The Minimum Wages Act, 1948 also specifies about the working hours under the
rules 20 to 25 that the number of work hours in a day should not exceed 9 hours for an
adult.As per the provisions of the Factories Act, 1948 a rest interval of at least half an hour
should be provided, in such a way that no period of work shall exceed 5-1/2 hours.
But most of rice mill running a day on quantity basic most of the rice mills processing
500 bags of paddy every day, workers have remain work until the target finished. No time
limit is followed by the rice mills.Even if the target not reached by worker due to any
mechanical issue are power problems. The forced by employer to finish work even after 10
hours over. No extra payment is paid by over time work
Night shift Working
In Rice milling industry work are done day and night shift. Mostly female works more
than male engaged in night shift. Shift work has been linked to certain chronic diseases and
illnesses. Long-term night shift work is associated with an increased risk of certain cancers,
as well as metabolic problems, heart disease, ulcers, gastrointestinal problems and obesity.
Insufficient sleep has been shown to change metabolism and appetite, and studies have shown
that shift workers have higher levels of triglycerides than day workers. Added to these
biological factors, shift workers sometimes have irregular eating habits and poor diet-both of
which could increase their risk of metabolic problems as well.
80
One of the problems could be that when a person works at night, the light exposure
suppresses melatonin (which is normally secreted at night). People who work night shifts or
rotating shifts also often don’t sleep enough, and long-term sleep deprivation is known to be
bad for health. Shift work also disrupts the body’s circadian rhythms and causes them to
become out of sync with the external environment and/or behavioural cycles.
Mental Health
Shift work disorder can increase the risk of mental health problems like depression.
This may be because of the disruption of the circadian system (which regulates the release of
different chemicals in the body). Shift work can also cause certain social issues that decrease
wellbeing and happiness. If you work irregular hours, you might eventually feel “out of step”
with the people in your family or social network.
Performance
Your productivity and work performance can suffer for several reasons. Shift workers
are less likely to sleep the full amount their bodies’ require, and this can accumulate into a
large “sleep debt” over time. If you work at night, you’re also going against your biological
clock, which is naturally cueing you to become less alert and encouraging you to sleep during
the night time hours. Both of these factors can slow down your reaction time, and you may
not think as quickly or respond and problem solve as well. Your concentration may be
reduced, and it can become harder to focus and stay on task. Studies show slower reaction
times and more errors occur during night hours.
Safety
As with some occupations, shift work can be a safety risk. Many shift work jobs involve
protecting and caring for others, making quick decisions, driving, flying, or operating
machinery, so the issue of shift work and safety is an important one. There are many reasons
shift work can be dangerous.
● Sleepiness leads to slower reactions and interferes with decision making.
● Working at night goes against the natural pattern of the body’s clock, so even if a shift
worker sleeps enough, a dip in alertness can come at night.
● People often misjudge their own sleepiness, believing that they are alert and capable
of making good decisions, when in fact their judgment is impaired.
● In some fields, shift workers are new to the job or have less experience than their day
shift colleagues.
● Supervision is sometimes reduced on night shifts.
81
There are many studies showing safety risks for shift workers. Research shows higher rates of
on-the-job injuries for rotating shift workers in factory settings. One study of nurses showed
that those who worked nights or rotating shifts were more likely to report poor sleep quality,
nodding off at work at least once a week, drowsy driving to and from work, and reporting any
accident, error, or “near miss” error. One large scale study of accidents showed a
significantly higher rate occurring when workers start their jobs in the evenings, as well as
higher accident rates for shifts longer than nine hours. Overall, accidents are more common at
night and increase after successive night shifts.
3.5.3 Environments protection
Industrial activity affects the environment directly or indirectly. Environmental
emission from any industry has impact on air, water and land. It is very much necessary to
increasing awareness of the fact that clean environment is necessary for smooth living and
better health of human beings. Primary milling of rice is the most important activity in food
grains. Due to industrialization and global competitive market trends, it has emerged as major
industrial activity in small medium sector to cater the needs of increasing population. There
are huge number of mills engaged in processing of rice and are spread over in almost all state
across the country due to increasing trends. Rice milling is the process of removing the husk
and part of the bran from paddy in order to produce the rice for eating. Parboiled rice
production generally requires huge amount of water for soaking of the paddy. Waste water
coming from rice mill operations contains high concentration of organic and inorganic
substance causing significant polluting phenomena.
Solid pollution
Rice Milling is a polluting industry. It discharges process waste water, particulate
matter and solid waste. Rice husk is the largest by-product of rice milling industry which
amounts to approximately 22-24 percent of the total paddy. The Rice Husk is used as a fuel to
generate steam through boilers/furnaces resulting into Rice Husk Ash which needs to be
disposed properly. For every 1000 kgs of paddy milled, about 220-240 kgs of husk is
produced, and when this husk is burnt in the boilers, about 55-60 kgs (25%) of Rice Husk
Ash is generated
Water Pollutions
The production of single boiled rice involves soaking, steaming and drying and this
production requires large amount of water for soaking of the paddy. The soak water contains
organic material and when discharge large quantities of soak water repeatedly over a
localized area where it stagnates and purifies, causing pollution of water and groundwater, so
82
the effluent should be properly treated before disposal as it may contaminate groundwater
otherwise the worker will affected.
Air Emissions
Rice mills may present a significant source of air pollution both on site and in the
surrounding locality. Local air pollution may result from Release of dust to the atmosphere
from handling or processing of the paddy or its by-products. This is the major environmental
concern for rice mills. Rice mill workers are potentially exposed to organic and inorganic
dust and rice husk that may have adverse effect on hematological parameters. Several reports
have suggested that unprotected dust exposures in agricultural settings may lead to
hematological disorders. There have been many reports on health effects of rice husk
exposures. Rice husk has a long history association with disease , and its adverse effect on
various organ such as eyes , nose , skin , lung and the hematological parameters have been
described .rice husk is known to have a high silica content. Rice Husk dust causes damage to
bronchial passages, a long with damage to the elastic component of alveolar walls. Rice husk
dust contains some air borne end toxins which cause inflammatory reactions in broncho-
pulmonary system. Air-borneen dotoxin is commonly present in a rice producing commune.
Occupational respiratory disease can be defined as an acute or chronic disorder that arises
from the inhalation of air-borne agents in the work place. Subjects with workplace exposure
to organic dust have high prevalence of respiratory diseases. Odour generated from the soak
in reservoirs in the parboiling process.
Mechanical devices, if not maintained properly, may cause severe noise. High noise
and dust levels may endanger rice mill workers and employees’ health and safety. The
Tamilnadu Pollution Control Board prescribed limit of 55 decibel of noise limit in the rice
mills. the rice mill workers are occupationally exposed to airborne aflatox in producing
strains of A. flavus. Thus, they require protective mask for their safety
Noise Pollution
Major occupational hazard for workers in rice mills is the noise during the operation
of various machines. In India, noise in the workrooms of industries is considered as a part of
the routine and inescapable industrial work environment. Health of workers working in Rice
Mill Factory is more affected by noise pollution. Noise above 80 decibel (db.) can produce
adverse auditory and non-auditory health effects. Repeated exposure to hazardous level of
noise damages structures contained within the inner ear. An explosion or any large and abrupt
pressure change can also cause damage to middle ear which could cause auditory damages. In
addition to hearing loss exposure of workers to noise level of 90-119decible (db.) was also
83
found to result in disorders like mental fatigue, annoyance and reduce alertness, hypertension
and irritability leads to accidents. Noise is one of the common occupational hazards and there
is evidence to support the increasing prevalence of high noise levels in the workplace.
Detrimental effect of high noise levels on human health is known for centuries. Noise
disturbs work, rest, sleep and communication and leads to accidents in industries. It causes
physiological, psychological and possibly pathological reactions .Noise has been found to be
the cause of higher blood pressure. The effect of workplace noise on the hearing loss of
workers has been a topic of debate among scientists for a number of years
High internal or external noise levels, which may generate a health hazard to employees or a
nuisance to the local community.
3.5.4 Requirement of Safety Equipment
Safety during work is the primary concern in any industrial environment for both
employees and employers. Adequate usage of safety equipment at a workplace provides
additional protection to employees in the presence of a slew of other safety measures.
Common safety equipment in many workplaces comprise of gloves, safety helmets,
glasses/goggles, safety boots, hearing protectors, respirators and high-visibility
Kinds of risk at Workplace
These risks include damage to the head, feet or any other part of the body from flying
or falling objects or from corrosive chemicals such as acids. Even protection against
ergonomic hazards is necessary since they occur when you’re forced to work in a position
that causes a great deal of strain. For example, jobs that require frequent lifting or working in
poor lighting conditions.
Working for long hours in extreme weather conditions like a hot or cold environment
can increase the risk of injury tenfold and safety equipment such as aluminized gloves are
critical in protecting the hands from the wrath of extreme temperature. Before choosing or
closing in on any kind of safety equipment, it is pertinent to consider whether it is suitable for
the job, whether it offers the right level of comfort with protection and what training and
maintenance is required for its effective usage. It is often said that employees or the end users
should select their own equipment rather than managers, as this ensures that equipment fits
properly and is not too heavy or lacking comfort.
84
3.5.5.Health care
From the rice milling process, ergonomic problems arise when employees work with
bent position that done repeatedly to lift grain sacks to be transferred to peeler machine. This
situation will affect the comfort of work, thus increasing the workload, muscle tension, and
fatigue. The consequence will certainly affect the health and productivity of workers. Rice
mill workers are potentially exposed to organic and inorganic dusts and synthetic chemicals
that may have adverse effects on their respiratory health. Several reports have suggested that
unprotected dust exposures in agricultural settings may lead to pulmonary fibrosis. Grain dust
has a long history of association with disease, and its adverse effects on various organs such
as eyes, nose, skin, lung and airways have been described. A rice grain is made up of an
external husk layer, a bran layer, and the endosperm. The husk layer (lemma and palea)
accounts for 20 % of the weight of paddy. The husk layer is removed from the paddy by
friction and the process is called de-husking or de-hulling. De-husking was traditionally done
using mortar and pestles but, in modern rice mills, it is done by passing the paddy grains
between two abrasive surfaces that move at different speeds. After separating the husk from
paddy, the husk is removed by suction (aspirated) and then transported to a storage dump
outside the milling plant.
There are a number of common exposures that will lead to respiratory illness. These
include organic dusts and other respiratory hazards that include inorganic dusts, pesticides
and agrochemicals. Farmers and individuals involved in agricultural work have potential
exposure to a very wide range of agents—inorganic dusts from soil, organic dusts from
microorganisms, my cotoxins, allergens, pesticides, etc. These exposures occur during
harvesting, processing or storing grains or other plant matter, or when the soil, plants or
stables are treated with chemical agents such as pesticides and disinfectants. The complex
inorganic fraction of this dust comes chiefly from the soil.
However, it should be noted that most occupational exposures to airborne hazards can
be greatly reduced or eliminated through engineering controls, such as improving ventilation,
good work practices and use of personal protective equipment such as properly selected and
maintained respirators. Numerous respiratory diseases of workers exposed to grain dusts have
been described in the literature, particularly in relation to farmer’s lung, but only a few
reports are available on the effects of occupational exposure to grain dusts in the grain
transformation industry. A large quantity of dust is generated into the environment of grain
processing industries when agricultural commodities are converted into an edible form for
human consumption, thus causing a potential health risk to workers due to inhalation of
85
vegetable dusts. There are few reports which deal with exposure to airborne aflatoxin through
inhalation.
Occupational exposure to organic dust and endotoxin may cause various respiratory diseases,
including asthma, allergic alveolitis, chronic bronchitis, toxic pneumonitis as well as acute
and/or chronic lung function impairment . Several cross-sectional studies in different work
environments were conducted to assess the relationship between occupational exposure to
bio-aerosols and over-shift changes in lung function. In occupational respiratory diseases,
spirometry is one of the most important diagnostic tools. It is the most widely used most
basic, effort-dependent pulmonary function test (PFT) and can measure the effects of
restriction or obstruction on lung function . For example, examination of a group of potato
processing workers indicated an across-shift decrease in FEV 1 and MEF values associated
with exposure to airborne endotoxin . Another study indicated a dose–response relationship
between wood dust concentration and post-shift reduction of FEV1, FEV25–75 % and FVC.
Peak expiratory flow rate (PEFR) is an important parameter to measure that indicates
resistance and severity of airflow obstruction and in the management of bronchial asthma.
Exposures to dust in the agricultural fields and with increasing use of chemicals either as
fertilizers or pesticides, agricultural workers are exposed to toxic hazards from these
chemicals and particulate pollutants and thus face a multitude of health problems .
3.5.6. Social Security Requirement
Eradication of Working Poverty
In Rice milling industry working poverty is there, even though they get wage it is not
sufficient to run their family. The most of the worker get wage that the government fixed.
And most of the worker daily wage based so day today need only stratified through the wage.
Not saving is possible through this wage. If any reason leave is taken no wage paid by
employer so that situation will be hard.
“The high and persistent incidence of vulnerable employment in the region largely
reflects the fact that structural transformation processes, whereby capital and workers transfer
from low to higher value-added sectors, are lagging behind in large parts of the region, with
the exception of Eastern Asia," ILO economist and lead author of the report Stefan Kühn
said.
The poor quality of jobs and high informality, the ILO said, is key for the high level
of “working poor’s" or those living on incomes of less than Rs198 per day.As of 2017, 23.4%
of the working population was in extreme or moderate poverty, down from over 44% a
86
decade back. However, despite economic growth, working poverty in countries like India
remains at a high.
“Despite remarkable progresses, working poverty remains high in some parts of the region,
notably in Southern Asia. Over 41% of workers in this region are estimated to be in either
extreme or moderate poverty in 2017, accounting for more than two-thirds of all working
poor in Asia-Pacific," the ILO report said.
Eradication Wage discrimination
In Mannachanallur rice mill wage discrimination there. Some rice mill pay wage basic
on quantity of paddy processing another one is fixed wage per day. These kind of
discrimination defer earning of workers. Quantity based wage worker received more than
fixed wage worker. the Wage discrimination occurs when, due to the operation of the labour
market, similar workers receive different wages on the basis of sex, other ascribed
characteristic not directly related to productivity. Workers subject to wage discrimination
may earn lower wages in a given job, be assigned to low-wage jobs within firms, or
employed in low-wage firms.
Not all wage differentials are discriminatory. If more group A than group B workers are
willing to work in dangerous but highly paid jobs, on average, As may earn more than Bs do.
But provided that wages are based on the nature of the job and not group membership, the
wage differential need not reflect wage discrimination. Similarly, if As are paid less because
they are less skilled, there is no wage discrimination unless their lower skills reflect their
expectation that their skills will not be rewarded.
In the Rice milling industry women are used only specific job. Here no promotion or no
female replace male in working place . here male working work, and female worker job is
speared. Female worker paid lower than the male worker. The nature of work defer so wage
also defer but interval between the two is more
Job security
Rice milling worker employed in daily wage based. Every day wage paid on the day
and there is no working or employement agreement between the workers and employer, and
there no legal record not maintained by the employer. When the employer feel that worker
not fit for his organisation. Through out the worker no one can not ask questioning his
decision. So Job insecurity has been defined as the subjectively perceived and undesired
possibility to lose the present job in the future, as well as the fear or worries related to the
possibility of job loss . It can be differentiated between cognitive and affective job insecurity
with the first referring to the cognitive probability of losing one’s job and the latter referring
87
to the fear and worry of losing one’s work. Another way to differentiate job insecurity is
differentiating between quantitative insecurity which refers to worrying about the loss of job
itself and qualitative which refers to worrying about losing important aspects of job, for
example, salary, health insurance, and social life.
Job insecurity has been linked to several adverse health outcomes. In regard to mental
health it has been associated with psychosomatic symptoms, loss of self-esteem, anxiety, and
minor psychiatric symptoms. In regard to physical health, job insecurity has been associated
with increased morbidity, lower levels of self-reported health, increased incidence rates of
hypertension, coronary heart disease, and myocardial death. In addition, job insecurity has
been found to lead to restricted physical activity due to musculoskeletal disorders such as low
back pain and neck pain. In addition, anticipation of redundancy has been shown to affect
health behaviors such as exercise, dietary habits, and sleep. Moreover, job insecurity is
associated with increased use of healthcare services and decreased compliance with
occupational safety regulations
Pension Schemes
Rice mill workers not register as a worker in rice mill . daily collies for rice mill.
Here some worker working more than 40years but not in same mill. Every two years the rice
mill employer replace the worker .so that maximum period for working under a same
employer is two years . the worker could not get their right. It make them critical when they
are aged and not able to work that time he never get financial support. In old age they have
relay on their hairs.
Provided Fund Schemes
Rice mill worker engaged work for daily basis. There is no bilateral written
agreement for worker and employer. So there is job guarantee and the same time they are not
registered worker for rice mill so that the doesn’t cover under the provided fund scheme. It an
major drawback on rice mill workers after working long period. the doesn’t heave any
monitory benefits from employer
3.5.7. Welfare Measures For Workers
Drinking water is hygienic.
In every factory effective arrangements shall be made to provide and maintain at
suitable points conveniently situated for all workers employed therein a sufficient supply of
wholesome drinking water. but in rice miles drinking water is available but the quality is poor
condition . the worker doesn’t know the standard of drinking water . most of employer
providing un purified ground water. Just it kept in plastic pot with out any hygienic
88
Washing Facilities, Storing And Drying Clothing if limited
Most of the Ricemilling work done in night time . in morning time the worker getting
out form mills. That time the want to refresh them self but no facility available for workers.
Some of the male worker getting bath in open place . the water stored for boiling purpose
Even they are not allowed to wash their cloth but female workers condition totally bad they
do not have any separate bathing area so that many of female worker avoid get bathing in rice
mill premises. The have wait until the reach home. The same condition applied for day time
workers
Facilities for Sitting
No employee allowed to sitting during milling process. The have to as equal to machine
otherwise the lose control. The worker working on stand position over 8 hours. Only 10
minutes interval give as a tea time. Facilities of sitting is no for those who engaged in
machine milling process
First-Aid Appliances
There shall in every factory be provided and maintained so as to be readily accessible
during all working hours first-aid boxes. But not in rice mills. The first-aid box maintained
the by the management it is not immediate assessable by workers. If any need for first-aid
box The worker have to approach the management with reason.
Canteens
Due to modernization of rice mills the number of workers are reduced . presently 30 to 50
works are engaged in milling process so that most of the rice mill not cover under The
Factory Act-1948, section 47.which required more than one hundred and fifty workers.
But it is employer wish that arrangement of canteen facility to worker. But in
Mannachanallur rice mills no canteen facility arranged by employer. In some rice mills they
provide free tea once a day at during Working night or day
Shelters, Rest-rooms and Lunch-rooms
In rice mills two type of work is done. First paddy drying process where done in
outdoor. The people working in direct sun shine but there is no shelter for them, they have
expose in sun light until the work finish.Second Rice milling machine process are done
indoor premises.
89
No rest room facility available to both male and female. No sperate rest room for female
workers , the same time no lunch rooms also available to worker. they have to sit on floor of
rice mill and have to eat.
Creches:
In every factory wherein more than thirty workers are ordinarily employed, there shall
be provided and maintained a suitable room or rooms for the use of children under the age of
six years of such women98.
In most of the rice mills more than 30workers engaged but no crèches facility available.
most of worker working at night time so that the leave the children’s at home. The facility
mostly need one by the female workers
Lack Of Toilet Facility
The is no proper toilet facility for mill worker. Only urinal facility arranged for every
rice mills. No sperate toilet facility for male and female , now only it to be compulsory. even
some ricemills have toilet facility but not accessible the workers. The reason 1. It has poor
maintenance 2.no permission 3.very fare. In Ricemilling industry male and female are
working at night time if the have any motion feel the have to control it .until they reach
house. It is a major human right problem based by rice mill workers on working. It is an
essential need of worker proper toilet and urinal facilty
98 The Factory Act-1948, section 48

90
CHAPTER-4
91
CHAPTER-5
Once the data has been collected, the process of analysis begins. It includes the
Tabulation, Percentage Analysis and bar and pie chart drawings. Based on the above
mentioned test the interpretations were done.
1.Age TABLE 4.1
S.No Particulars Respondents Percentage
1 14 yrs -17 yrs 0 0
2 18 yrs-50 yrs 69 69
3 Above 50 31 31
Total 100 100
Source: Primary Data

INTERPRETATION:
From the above table it shows that, 69% respondents are at the age of 18yrs – 50yrs and 31%
respondents are at the age group of above 50yrs.
Chart 4.1.
Respondents
Respondents
18 yrs-50 yrs;
Respondents; 69
Above 50; Re-

spondents; 31
14 yrs -17 yrs;

Respondents; 0
14 yrs -17 yrs 18 yrs-50 yrs Above 50
92
2. Gender TABLE 4.2
S.No
Particulars Respondents Percentage
1 Male 38 38
2 Female 62 62
Total 100 100

INTERPRETATION:
From the above table it shows that, 38% respondents gender is male and 62% respondents
gender is female
Chart 4.2.
Respondents
Male Female
Male; Respon-
dents; 38; 38%
Female; Re-
spondents; 62;
62%
93
3. Education Qualification TABLE 4.3
S.No
1 Below SSLC 73 73
2 SSLC 14 14
3 HSC 9 9
4 Above HSC 4 4
Total 100 100

INTERPRETATION:
From the above table it shows that, 73% respondents their educational qualification is
below SSLC,14% respondents educational qualification is SSLC, 9% respondents
educational qualification is HSC. 4% respondents educational qualification is above HSC.
Chart 4.3.
80
Below SSLC; people;
73
70
60
50
40
30
20
SSLC; people; 14
HSC; people; 9 Above HSC; people;
10
Below Below
SSLC; SSLC; 4 Above Above
HSC; HSC;
Column1;
Column2;
0 0 SSLC; Column1;
SSLC; Column2;
0 0 HSC; Column1;
HSC; Column2;
0 0 Column1;
Column2;
0 0
0
Below SSLC SSLC HSC Above HSC
people
94
4. Experience TABLE 4.4
S.No
1 0yr - 5yrs 19 19
2 5yrs-10 yrs 56 56
3 More than 10yrs 25 25
Total 100 100

INTERPRETATION:
From the above table it shows that, 19% respondents work experience is 0yr – 5yrs, 56%
respondents work experience is 5yrs – 10yrs and 25% respondents work experience is more
than 10yrs.
Chart 4.4.
Respondents
55
45
35
Axis Title 25
15
0yr - 5yrs 5yrs-10 yrs More than 10yrs

Respondents 19 56 25
5. Working Hours TABLE 4.5

S.No
95
1 Less than 8 hours 23 23
2 8 hours 51 51
3 More than 8 hours 26 26
Total 100 100

INTERPRETATION:
From the above table it shows that, 23% respondents working in rice mill per day is less than
8 hours, 51% respondents working in rice mill per day is 8 hours and 26% respondents
working in rice mill per day is more than 8 hours.
Chart 4.5.
Respondents
Respondents
8 hours ;
Respondents; 51
More than 8 hours

Less than 8 hours ; Respondents;
; Respondents; 26
23
Less than 8 hours 8 hours More than 8 hours
6. Cleanliness Of Rice Mill Premises

TABLE 4.6
S.No
1 Good 19 19
2 Normal 24 24
3 Bad 57 57
96
Total 100 100

INTERPRETATION:
From the above table it shows that, 19% respondents that the cleanliness maintaining in the
rice mill premises is good and 24%respondents that the cleanliness maintaining in the rice
mill premises is normal, 57%respondents that the cleanliness maintaining in the rice mill
premises is bad.
.Chart 4.6.
Respondents
Good ; Respondents; 19;

19%
Bad ;
Respondents;
57; 57%
Normal ; Respondents;
24; 24%
7. Working Shift
TABLE 4.7
S.No
1 Day shift 54 54
2 Night shift 32 32
3 Both 14 14
Total 100 100

INTERPRETATION:
97
From the above table it shows that, 54% respondents that the working on day shift only, 32%
respondents that the working on night shift only and 14% of respondent working both night
and day shift.
Chart 4.7.
Respondents
55
45
35
Axis Title 25
15
Day shift Night shift Both

Respondents 54 32 14
8. Sufficient Drinking Water Facility

TABLE 4.8
S.No
1 Yes 100 100
2 No 0 0
Total 100 100

INTERPRETATION:
From the above table it shows that, 100% respondents that Rice Mill provide with sufficient
drinking water facility with legibly marked points.
Chart 4.8.
98
Respondents
110
90
70
Axis Title 50
30
10
Yes No
Respondents 100 0
9. Canteen Facilities
TABLE 4.9
S.No
1 Yes 5 5
2 No 95 95
Total 100 100

INTERPRETATION:
From the above table it shows that,5% respondents think that the rice mill provides canteen
facilities and 95% respondents think that the rice mill has no canteen facilities.
Chart 4.9.
99
100
90
80
70
60
50
No; Cantenn; 95
40
30
20
10
yes; Cantenn; 5
0
yes No
Cantenn
10. Separate Washing Facility For Both Male And Female Workers
TABLE 4.10
S.No
1 Good 12 12
2 Normal 26 26
3 Bad 62 62
Total 100 100

INTERPRETATION:
From the above table it shows that, 12% respondents think that the Rice Mill Management
provide with separate and adequate washing facility for both male and female workers is
good, 26% respondents think that the Rice Mill Management provide with separate and
adequate washing facility for both male and female workers is normal and , 62% respondents
think that the Rice Mill Management provide with separate and adequate washing facility for
both male and female workers is bad.
Chart 4.10.
100
Respondents
70
60
50
40 Respondents
30
20
10
0
Good Normal Bad
11.Creches TABLE 4.11

S.No
1 Yes 0 0
2 No 100 100
Total 100 100

INTERPRETATION:
From the above table it shows that, 100% (All the workers) respondents think that the the
Rice Mill Management not provide crèches facility for women workers having children under
the age of 6 years.
Chart 4.11.
101
Respondent
110
90
70
Axis Title 50
30
10
Yes No
Respondent 0 100
12.Lunch Break TABLE 4.12

S.No
1 Yes 100 100
2 No 0 0
Total 100 100

INTERPRETATION:
From the above table it shows that, 100% respondents think that the Rice Mill Management
provide lunch break, coffee break during workings hours.
Chart 4.12.
102
Respondents
110
90
70
Axis Title 50
30
10
Yes No
Respondents 100 0
13.Latrine And Urinal Facility TABLE 4.13

S.No
1 Highly Satisfied 12 12
2 Satisfied 26 26
3 Highly Dissatisfied 62 62
Total 100 100

INTERPRETATION:
From the above table it shows that, 12% respondents think that the Rice Mill providing with
sufficient latrine and urinal accommodations of prescribed types conveniently accessible to
workers is highly satisfied, 26% respondents think that the Rice Mill providing with
sufficient latrine and urinal accommodations of prescribed types conveniently situated and
accessible to workers is satisfied, 62% respondents think that the Rice Mill providing latrine
and urinal accommodations of prescribed types conveniently situated and accessible to
workers is highly dissatisfied.
Chart 4.13.
103
Chart Title
70
60
50
40
30
20
10
0
Highly Satisfied Satisfied Highly Dissatisfied
14.Availability of Safety Equipments

TABLE 4.14
S.No
1 Yes 37 37
2 No 63 63
Total 100 100

INTERPRETATION:
From the above table it shows that, 37% respondents think that the employers provided with
safety equipments, 63% respondents think that the employers provided with safety
equipments.
Chart 4.14.
104
Respondents
65
55
45
35
Axis Title
25
15
Yes No
Respondents 37 63
15. Term of payment of wages

TABLE 4.15
S.No
1 Daily 31 31
2 Weekly 56 56
3 Monthly 11 11
4 Not fixed basis 2 2
Total 100 100

INTERPRETATION:
From the above table it shows that, 31% respondents that they receiving wage every day after
finish work. 56% of respondents receiving wage once every week. 11% of respondents
receiving wage monthly and only 2% respondents receiving wage duration is not fixed
regularly .
Chart 4.15.
105
Respondents
Monthly; Re- Not fixed basis; Re-
spondents; 11; spondents; 2; 2%
11%
Daily; Respondents;
31; 31%
Daily
Weekly
Monthly
Not fixed basis
Weekly; Re-
spondents; 56;
56%
16.Basis Wage TABLE 4.16

S.No
1 Time Basic 58 58
2 Quantity Basic 42 42
Total 100 100

INTERPRETATION:
From the above table it shows that, 58% respondents think that their basis wage is fixed on
time basic and 42% respondents think that their basis wage is fixed on quantity basic.
Chart 4.16.
106
70
60
50
40
Time Basic;
30 Respondents;
58
Quantity Basic;
20 Respondents; 42
10
0
Time Basic Quantity Basic
Respondents
17. Mode Of Wage Payment TABLE 4.17

S.No
1 Cash 100 100
2 Cash and Rice 0 0
Total 100 100
INTERPRETATION:
From the above table it shows that, 100% respondents (all worker) think that the mode of
wage payment is cash.
Chart 4.17.
107
Respondents
110
90
70
50
30
10
Cash Cash and Rice

Respondents 100 0
18. Rate For Overtime TABLE 4.18

S.No
1 Ordinary rate 92 92
2 At the rate of twice 0 0

from Ordinary rate
3 Not Paying 8 8
Total 100 100

INTERPRETATION:
From the above table it shows that, 92% respondents that the rate of overtime wages which
work done more than 8 hour is ordinary rate, 8% respondents that the rate of overtime wages
which work done more than 8 hour is not paying,
Chart 4.18.
108
Respondents
95
85
75
65
55
45
Axis Title 35
25
15
5
Ordinary rate At the rate of twice Not Paying
from Ordinary rate
Respondents 92 0 8
19. Deductions In Wages TABLE 4.19

S.No
1 Leave 100 100
2 Damages 0 0
3 Fine 0 0
Total 100 100

INTERPRETATION:
From the above table it shows that, 100% respondents think that the cause of deduction in
wages due to leave.
Chart 4.19.
109
Respondents
110
90
70
Axis Title 50
30
10
Leave Damages Fine

Respondents 100 0 0
20. Wage Increments TABLE 4.20

S.No
1 Twice in a year 0 0
2 Yearly 24 24
3 Above 2 years 76 76
Total 100 100

INTERPRETATION:
From the above table it shows that, 24% respondents think that the salary increments
provided by the Rice Mill is yearly and76% respondents think that the salary increments
provided by the Rice Mill is above 2 years.
Chart 4.20.
110
Respondents
75
65
55
45
Axis Title 35
25
15
5
Twice in a year Yearly Above 2 years
Respondents 0 24 76
21. Problem while receiving wage. TABLE 4.21

S.No
1 Yes 6 6
2 No 94 94
Total 100 100

INTERPRETATION:
From the above table it shows that, 94% respondents think that they have no problem while
receiving wage from Rice Mill Management but 6% respondents think that they have
problem while receiving wage from Rice Mill Management.
Chart 4.21.
111
Respondents
Yes; Respondents; 6; 6%
Yes
No
No; Respondents;
94; 94%
22.Affected By Occupational Disease

TABLE 4.22
S.No
1 Yes 8 8
2 No 92 92
Total 100 100

INTERPRETATION:
From the above table it shows that,92% respondents think that they never affected by
occupational disease and 8% respondents think that they had affected by occupational
disease .
Chart 4.22.
112
Respondents
100
90
80
70
60
Respondents
50
40
30
20
10
0
Yes No
23.Affection by covid 19 TABLE 4.23

S.No
1 Physically 2 2
2 Financially 36 36
3 None 62 62
Total 100 100

INTERPRETATION:
From the above table it shows that, 2% respondents have affected physically 36%
respondents are financially affected by covid19 pandemic. But majority of 62% respondents
had no problem under covid19 pandemic.
Chart 4.23.
113
Respondents
70
60
50
40 Respondents
30
20
10
0
Physically Financially None
24. Compensation for covid19 pandemic

TABLE 4.24
S.No
1 Yes 56 56
2 No 44 44
Total 100 100

INTERPRETATION:
From the above table it shows that, 56% respondents got and 44% respondents not get
compensation for covid 19 lockdown.
Chart 4.24.
114
Respondents
Yes No
No; Respondents; 44; 44%

25.Covid19 Precaution measures TABLE 4.25

S.No
1 Yes 98 98
2 No 2 2
Total 100 100

INTERPRETATION:
From the above table it shows that, 98% respondents think that the necessary precaution
measures took by employer on rice mills but 2% respondents think that they have no
precaution measures with in rice mill.
Chart 4.25.
115
Respondents
110
90
70
Axis Title 50
30
10
yes no
Respondents 98 2
26.Changing working Pattern due to covid19 pandemic

TABLE 4.26
S.No
1 Totally 27 27
2 Partially 68 68
3 None 5 5
Total 100 100

INTERPRETATION:
From the above table it shows that, 27% respondents think that their working Pattern had
totally changed, 68% respondents think that their working Pattern had partially changed and
rest of 5% respondents think that their working Pattern not changed due to covid19
pandemic.
Chart 4.26.
116
Respondents
Totally Partially None
None; Respondents; 5; 5% Totally; Re-

spondents; 27;
27%
Partially; Re-
spondents; 68;
68%
27.Any accident TABLE 4.27

S.No
1 Yes 10 10
2 No 90 90
Total 100 100

INTERPRETATION:
From the above table it shows that, 10% respondents think that they have met accident with
in rice mill and 90% respondents think that they have met no accident with in rice mill.
Chart 4.27.
117
Respondents
Yes No
No; Respon-
dents; 90; 90%
28.While Meet Accident TABLE 4.28

S.No
1 Rest with wage 100 100
2 Rest without wage 0 0
Total 100 100

INTERPRETATION:
From the above table it shows that, 100% respondents think that they met any accident while
working in rice mill they get rest with wages.
Chart 4.26.
118
Respondents
110
90
70
50
Axis Title
30
10
Rest with wage Rest without wage
Respondents 100 0
119
29. Permanent Total Disablement TABLE 4.29
S.No
Amount equal to
1 50% of the monthly 26 26
salaries
with the amount of
2 1,20,000. 74 74
Total 100 100

INTERPRETATION:
From the above table it shows that, 26% respondents are like to have 50% that the Amount
equal to 50% of the monthly payment and 74% respondents are like to have with the amount
of 1,20,000 in case of injury resulting in permanent total disablement.
Chart 4.29.
Respondents
Amount equal to 50% of the monthly with the amount of 1,20,000.
Amount equal to 50% of

the monthly ; Respondents;
26; 26%
with the amount of

1,20,000.; Respondents; 74;
74%
30.Temporary Disablement
120
TABLE 4.30
S.No
half-monthly
installment equal to
1 25% of the monthly 28 28
wages, for the period
of disablement
half-monthly
installment equal to
25% of the monthly
2 wages, for the period 72 72
of 5 years
Total 100 100

INTERPRETATION:
From the above table it shows that, 28% Respondents like to have half-monthly installment
equal to 25% of the monthly wages, for the period of disablement and 72% Respondents like
to have half-monthly installment equal to 25% of the monthly wages, for the period of 5
years in case of temporary disablement (whether total or partial)
Chart 4.3.
121
half-monthly in-
stallment equal to
25% of the monthly
wages, for the pe-
riod of 5 years
80
; Respondents; 72
70
60 half-monthly in-
stallment equal to
50 25% of the monthly
wages, for the pe-
40 riod of disablement
; Re-
30 spondents; 28
20
10
0
half-monthly installment equal to 25% of the half-monthly installment equal to 25% of the
monthly wages, for the period of disablement monthly wages, for the period of 5 years
Respondents
CHAPTER-5
FINDING, CONCLUSION AND SUGGESTIONS
122
CHAPTER-5
FINDING, CONCLUSION AND SUGGESTIONS
5.1 Findings
Personal details
1. Name: Not revealed as requested by the workers.
2. Age Group of the Worker
No worker employed in rice mill is below 18 years. 69% of the workers belong to the
age group 18-50 years. 31% workers are above 50 years.
3. Gender
Female workers are more than the male workers. 38% respondents gender is male and
62% respondents gender is female. The ratio between the male and female is nearest 2:3. A
large number of female workers are engaged in rice milling industry.
4. Education qualification
73% of workers’ educational qualification is below SSLC, 14% of workers’
educational qualification is SSLC, 9% of workers’ educational qualification is HSC. 4% of
workers’ educational qualification is above HSC.
5. Experience
19% of workers have the work experience from 0yr – 5yrs, 56% of workers’ work
experience is between 5years and 10years and 25% workers’ work experience is more than
10 years.
Working condition
6. Working Hours of Rice Mills
23% of workers working in rice mill work for less than 8 hours per day, 51% of
workers working in rice mill work for 8 hours per day and 26% of workers working in rice
mill work for more than 8 hours per day.
7. Cleanliness of Rice Mill
19% of workers feel that the cleanliness maintained in the rice mill premises is good
and 24% of workers feel that the cleanliness maintained in the rice mill premises is normal,
57% of workers feel that the cleanliness maintained in the rice mill premises is bad.
8. Working Shift
54% of workers are working on day shift only, 32% of workers are working on night
shift regularly and 14% of workers are working on both night and day shifts.
9. Drinking Water
All of them are satisfied that sufficient and good water is available while working.
10. Canteen Facility
123
Canteen facility is very poor in rice mills industry because 95% of workers do not
have canteen facility and the remaining 5% of workers have canteen facility.
11. Separate Washing Facility for Men and Women
Only 12% of workers think that the separate and adequate washing facility provided
by the Rice Mill Management for both male and female workers is good, 26% of workers
think that the separate and adequate washing facility provided by the Rice Mill Management
for both male and female workers is normal and, 62% of workers think that the separate and
adequate washing facility provided by the Rice Mill Management for both male and female
workers is bad.
12. Crèches
No crèches facility is available to workers even though most of the workers are
women.
13. Break between Working Hours
Lunch break and coffee break are given properly.
14. Sufficient Latrine and Urinal Accommodations
Only 12% workers think that the Rice Mill provides them with sufficient latrine and
urinal accommodations and are highly satisfied, 26% workers feel that the Rice Mill provides
them with sufficient latrine and urinal accommodations of prescribed types. They are
conveniently situated and accessible to the workers and so they are satisfied. 62% of the
workers think that the Rice Mill provides them with insufficient latrine and urinal
accommodations of prescribed types which are conveniently situated and accessible to
workers. They are highly dissatisfied.
15. Safety Equipments Supply
Only 37% of workers use safety equipments. Remaining 63% of workers are working
without safety equipments. They are at risk.
Wage
31% of workers are receiving wage every day after finishing their work. 56% of
workers are receiving wage once every week. 11% of workers are receiving wage monthly
and only 2% of workers are receiving wage in fixed time regularly.
17. Basic Wage

The majority of workers that is 58% are working in time based wage. Remaining 42%
worker are working on Quantity based wage.
18. Mode of Wage Payment
All payment of wage is made by cash
19. Rate of Overtime Wages
124
92% of workers are of the feel that ordinary wage rate is paid. But 8% of workers feel
that no extra payment is made. None of them get twice the wage rate for over time.
20. Cause of Deductions in wages
Only deduction made for rice mill workers is for availing leave not for damages and
fine. If they do not work, they will not get wage.
21. Wage Increments
24% of workers’ wage is increased yearly by the employer. But mostly 76% of
workers wage is increased once in two years.
22. Problem while wage receiving.
94% workers have no problem while receiving wage. But 6% of workers think that
they have problem while receiving wage from Rice Mill Management.
Compensation
23. Occupational Disease
92% of workers responded that they are not affected by occupational disease. Reason
is that they do not know about occupational disease. 8% of the workers have known that they
have some regular disease due to working conditions.
24. COVID 19 pandemic
2% of workers have been affected physically. 36% of workers think that they are
financially affected by covid19 pandemic. But majority of 62% respondents have no problem
under covid19 pandemic.
25. Compensation for COVID19 pandemic
56% workers got and 44% workers did not get compensation for COVID 19 lockdown.
26. Covid19 Precaution Measures
98% of workers conformed that the necessary precaution measures are taken by the
employer on rice mills but 2% workers felt that they have no precaution measures within rice
mill for covid19.
27. Changing Working Pattern After The Covid19 Pandemic
27% of workers think that their working Pattern has totally changed, 68% workers
think that their working Pattern has partially changed and rest of 5% workers think that their
working Pattern did not change due to covid19 pandemic.
28.If Workers Met Any Accident
Only 10% workers meet with accident but 90% of workers are doing their job
without any interruption.
29. while meet accident
All workers get rest with wages when they meet with any accident while working in rice mill.
30. Payment in case of injury resulting in permanent total disablement
26% of workers like to have an amount equal to 50% of the monthly payment and 74% of
workers like to have the amount of Rs. 1,20,000 in case of injury resulting in permanent total
disablement.
125
31. In Case of Temporary Disablement
28% of workers like to have half-monthly installment equal to 25% of the monthly wages, for
the period of disablement and 72% workers like to have half-monthly installment equal to
25% of the monthly wages, for the period of 5 years in case of temporary disablement
(whether total or partial)
5.2 CONCLUSION
Covid 19 pandemic has totally affected all the parts of the world. It has inverse effects
on labour force and its supply chain. Mannachanllur rice mills are famous for Ponni rice.
Every time the demand for that rice is higher than its supply. But the hands which produce
the rice are not good as they are facing various kinds of problem. Where rice mills are a small
scale industry, the number of workers is below 100. Due to modernization, the employability
for workers is reduced in rice mills. Due to failure of monsoon agriculture, labourers turn to
rice mill work. So the supply of workers is too higher, now rice mill workers are struggling to
hold their employment. There is no powerful or effective trade union functioning. So the
employees are not properly organized and registered as rice mill employees. The relatives of
employer are registered as permanents employees. When the actual workers are not properly
registered, they are treated as daily collies for rice mills.
Duration of work is more than 8 hours in night time. This will affect the physical and
mental health of the workers. More 50% of workers are working for more than 8 hours. Every
day a certain quantity is fixed by the employer and the worker has to finish the quantity. The
working time may extend due to power cut and mechanical problems. In that situation
workers have to finish the target. No extra payment is paid for the work done overtime. Most
of the employers exploit the workers, especially women workers. They pay minimum wage
fixed by the government but duration of work is more than 10 hours. Where the rice mill
belongs to food processing industry, it should be kept clean.
Some of the rice milling working process takes place at night time when women need
more care than men. But present condition is not like that. Night shift workers are suffering
due to lack of proper transport facility even in Mannachanlur which is well connected by road
and public transport service. But at the night time there is no public transport service
available. During the lockdown period also public transport was suspended. So the day shift
workers also had many problems to reach rice mills on time. The employers did not make
arrangements for transport of the workers for even day shift. Every day the workers had to
walk from 5 to 10 kms. Even when all rice mills arrange drinking water facility, the standard
126
of drink water is not very good. They arrange drinking water from town panchayat water
supply. But it is not upgraded water like Uv and RO filter water, and neither separate hot
water nor cool water is available for them. When the workers are reduced to 50 in rice mills,
canteen facility depends on the wish of employer. Only few rice mills arrange canteen facility
for the workers. Even then only tea, biscuits, vada, bonda and somosa are available and they
have to pay marker price for that as there is no concession for workers. There is no separate
washing and bathing facility for women. The workers use water tank which is meant for the
storage of the boiled rice. As there is no privacy for women, they do not use the washing and
bath facility. Besides, there is no crèches facility for women workers. It affects them
mentally.
During day or night shift sufficient interval is given for both lunch and tea time. But
no sufficient latrine facility is provided for both man and women. In night shift most of the
workers are women. Lack of latrine facility makes their working condition very critical. So it
is an important basic need of working human. In rice mill industry, only 37% of the workers
use safety equipment. Remaining 63% majority workers do not use the safety equipment
while working. The main reason is, the employers do not provide safety equipment.
In rice mill wage is paid on daily basis and the wage is paid on the same day when the
worker finishes the work. The employer pays the wage by cash. The majority of the workers
are paid on time basis but 42% of the workers are earning their wages on quantity basis, both
wages are equal or higher than the minimum wage fixed by the state government by rule of
the minimum wage act-1948. But when time based wage and quantity based wage are
compared, the quantity based wage is higher. Mostly quantity based wage earners get more
income. Almost all workers are not getting extra wage for overtime work. But deduction is
made on the worker’s wage only if they take leave. Otherwise no deduction is made. Wage
increment is given according the state government order and final decision made by the Rice
mill owners association.
If a worker meets with an accident, the employer takes him to hospital and pay
hospital fee and on day wage. No more compensation is paid by him, similarly only few
workers undergo yearly medical examination. Majority of workers do not receive any
medical assistance from employer. Workers are not having knowledge about occupational
disease and its effect. They are also not aware of the compensation rules which are applicable
to them.
127
● The final results that the worker has to have a clean environment to work. But they do not
have quality water, canteen facility, proper washing and bathing facility, sufficient latrine
and safety equipments. It makes their environment bad. So the result of my first hypothesis
The rice mill workers shall have a clean environment to work is negative
● As most of the workers are not having sufficient educational qualification they are not aware
of the schemes available for them and due to unavailability of effective trade union, the
workers do not get sufficient social security. So my second hypothesis The rice mill
workers shall get the social security measures is also negative.
The rice mill workers are working under insecure working condition. Due to their
poverty, they do not care about the working condition, facility, safety and social security.
They have to earn for meeting their family, food, clothe, shelter and children education
expenses. These critical situations of workers are well utilized by employer.
128
5.3 Recommendation
1. Establish effective trade union and organize workers under one powerful trade union.
2. Organize awareness programmes for the workers to create awareness about their legal
rights.
3. Display the rate of minimum wage fixed by the government in every rice mill in
regional language.
4. Make rigid rules, implementation, and continuous monitor by authorities on matter of
drinking water, latrine, and urinal accommodation.
5. Arrangements of safety class and ensure supply of safety equipment.
6. Arrangement of canteen facility.
7. Arrangement of proper and separate washing facility for male and female works.
8. Encourage worker participation in management.
9. Make proper transport arrangement for women working on night shift.
10. Make rigid rules and yearly medical checkup for all workers compulsory.
11. Reduce the complexity for Appling welfare scheme.
12. Arrangement of crèches for every working place. It is not arrangement of common
crèches for every 10 rice mills.
13. Regular checkup for coivd19 precautionary measures by health department
14. Separate welfare board for rice mill workers
129
BIBILOGRABHY
1. S.P. Viramani, Processing and Milling of Food grains. Productivity
2. B.M. Desai, Food Processing Industiies- Management Performance and Development
Strategy,
3. V.V Giri, Labour Problem In Indian Industry ,
4. The ILO Social Security (Minimum Standards) Convention, 1952
5. ILO Social Protection Floors Recommendation, 2012 (No. 202)
6. The Tamilnadu factories rules-1950,
7. The Factories Act-1948
8. S.N misra. Labour&industrial law. 22th edn
9. Official Gazette Tamilnadu 16.03.2018
10. Hand book of labour welfare board , Tamilnadu
11. G.M.Kothari, a study of Industrial Law.
12. The Rice Milling Industry (Regulation ) Act-1958
13. Govt of India .The Directorate of Rice Development, Report: state wise analysis.
14. Report on Salient statistics on agriculture, Government Of Tamilnadu
15. Seeravi. H.m. Constitutional law of india (3 rd editions)
16. II th REPORT OF THE NATIONAL COMMISSION ON LABOUR
17. Approaches to social security.ilo. Montreal

18. https://www.ilo.org
19. https://www.lwb.tn.gov.in
20. https://labour.gov.in
21. https://labour.tn.gov.in
130
ANNEXURE I
131
A SOCIO LEGAL STUDY ON SOCIAL SECURITY AND WELFARE MEASURES FOR
RICE MILLING WORKERS WITH SPECIAL REFERENCE TO RICE MILLING
INDUSTRY IN MANNACHANALLUR TOWN TIRUCHIRAPPALLI DISTRICT.
QUESTIONNAIRES:
1. Name
2. Age
a. 14 yrs -17 yrs b. 18 yrs-50 yrs c. Above 50
3. Gender
a. Male b. Female
4. Qualification
a. Below SSLC b. SSLC c. HSC d. Above HSC
5. Experience
a. 0- 5 yrs b. 5-10 yrs c. 10- More years
6. How many hours do you working in rice mill per day?
a. Less than 8 hours b. 8 hours c. more than 8 Hours
7. How the cleanliness maintaining in the rice mill premises ?
a. Good b. Normal c. Bad
8. What is yours working shift?
a. day shift b. Night shift c. Both
9. Does your Rice Mill provide with sufficient drinking water facility with legibly
marked points?
a. Yes b. No
10. Do you have canteen facilities with in rice mill?
a. Yes b. No
11. How do you feel the Rice Mill Management provide with separate and adequate
washing facility for both male and female workers?
a. Good b. Normal c. Bad
12. Does the Rice Mill Management provide crèches facility for women workers having
children under the age of 6 years?
a. Yes b. No
13. Does your Rice Mill Management provide lunch break, coffee break during workings
hours?
a. Yes b. No
14. How the Rice Mill providing latrine and urinal accommodations ?
a. Highly Satisfied b. Satisfied c. Highly dissatisfied
15. Are the employees provided with safety equipments
132
a.Yes b.No
a. Daily b. Weekly c.Monthly d. Not fixed basis
17. What basis wage is fixed?
a. Time basic b. Quantity basic
18. What is the Mode of wage paymet?
a. Cash b. Cash and Rice
19. What is Rate for overtime wages which work done more than 8 hour ?
a. Ordinary rate b. At the rate of twice from Ordinary rate c. No extra Pay
20. When the Deductions made on wages?
a. Leave b. Damages c. Fine
21. How often salary increments provided by the Rice Mill

a. Twice in a Year b. Yearly c. above 2 years
22. Do you have any problem while receiving wage from Rice Mill Management.
a. Yes b. No
23. Have you ever affected by occupational disease?
a.Yes b. No
24. How did you affected by coivd 19 lockdown?
a. Physically b. Financially c. Non
25. Have you ever got any compensation for coivd 19 lockdown ?
a.Yes b. No
26. Is there coivd 19 pre caution measures take place in your rice mills?
a.Yes b. No
27. Whether the covid 19 changed you working pattern?

a. Totally b. Partially c. Non
28. Have you met any accident with in rice mill?.
a.Yes b. No.
29. What will happen if you are met any accident while working in rice mill?
a.Rest with wage b. Rest with out wage
30. What is the Payment would you like in case of injury resulting in permanent total
disablement?
a. Amount equal to 50% of the monthly salaries b. With the amount of 1,20,000.
133
31. What is the Payment would you like In case of temporary disablement (whether total
or partial) ?
a. Half-monthly installment equal to 25% of the monthly wages, for the period of
disablement
b. Half-monthly installment equal to 25% of the monthly wages, for the period of 5
years,
134

FF Des

Uploaded by

Copyright:

Available Formats

You might also like

FF Des

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

FF Des

Uploaded by

Copyright:

Available Formats

A SOCIO LEGAL STUDY ON SOCIAL SECURITY AND WELFARE MEASURES

FOR RICE MILLING WORKERS WITH SPECIAL REFERENCE TO RICE MILLING

Dissertation for the Academic Year of 2020-2021

In Partial Fulfillment For

The Master Of Law In

Labour law and Administrative law

The Tamilnadu Dr. Ambedkar Law University, Chennai

Mrs. M. NIRMALA B.COM., M.L.,

Assistant Professor (Law)

GOVERNMENT LAW COLLEGE

Assistant Professor (Law)

Tiruchirappalli, Phone: 0431-2420324

Place: Tiruchirappalli Mrs. M. NIRMALA B.com., M.L.,

Place: Tiruchirappalli (Signature of the Candidate)

2.1 Social Security 22

● ILO - International labour organization

● AIR - All India Report

● LLJ - Labour law journal

● LLR - Labour law report

● SCC -Supreme Court Cases

● H.C - High Court

● NGO - Non-Governmental Organisation

● NCLP - National Child Labour Project Scheme

● State Govt - Tamilnau Government

● Central govt - Government Of India

Separate Washing Facility For Both Male And Female

TABLE 4.11 Creches 99

S.NO NAME OF THE FIGURE PAGE. NO

FIGURE 4.7 Working Shift 95

FIGURE Separate Washing Facility For Both Male And Female

1 Information available on http://www.townpanchayat.in/mannachanallur (visited on 22.02.2021)

3 Sec 3(I) of The Rice Milling Industry (Regulation ) Act-1958

6 Government Of Tamilnadu, Report on Salient statistics on agriculture, edition-2(2019) ( Agriculture

⮚ The Factories Act, 1948

⮚ The Minimum Wages Act, 1948

⮚ The Employees Compensation Act, 1923

1.7 Research Period

1.8 Geographical Area Of The Study

❖ Data source : Primary Data & Secondary Data.

❖ Research approach : Survey

❖ Research Instrument : Questionnaire

❖ Method of contact : Personal

❖ Sample size : 100 respondents

1.12 Research question

relating to rice mill works?

welfare measures for rice mill works?

1.13 Hypothesis Of Study

● The rice mill workers shall have a clean environment to work.

1.14 Structure Of The Thesis

CHAPTER 2: SOCIAL SECURITY ,WELFARE MEASURES AND LEGISLATION FOR

9 V.V.Giri. Labour Problems In India Industy

12 V.V Giri, Labour Problem In Indian Industry ,p 248

14ILO Social Protection Floors Recommendation, 2012 (No. 202)

15 Article23, The Constitutionl India.

17 Article38, The Constitution of India

19 Article 42, The Constitution of India

24 Sec-8 The Factories Act-1948