Employee Safety and Health e Employee safety refers to providing a safe working environment for employees by incorporating safe equipment and safe procedures at the workplace to ensure worker safety. e Employee health encompasses the physical and mental status of employees. e Employers should ensure that their employees are working in a safe environment.The Factories Act, 1948 Employee Health Cleanliness {Section 11} factory should be kept clean and free Disposal of wastes and effluents {Section12} Ventilation and temperature {Scction 13} adequate ventilation by the circulation of fresh air Dust and fume {Section 14} to prevent inhalation of dust and fume Artificial humidification {Section 15} Overcrowding {Section 16} Lighting {Section 17} maintained sufficient and suitable lighting, natural or artificial, or both. Drinking water {Section 18} Latrines and urinals {Section 19}Employee Safet The Factories Act, 1948 The machinery in every factory should be properly fenced. {Section 21} Only the trained adult male worker, wearing tight fitting clothing, should be allowed to work near the machinery in motion. {Section 22} No young person shall be employed on dangerous machinery, unless he is fully instructed {Section 23} provide striking gear and devices for cutting off power in case of emergencies. {Section 24} Sufficient precautions should be taken with regard to self-acting machines to avoid accidents. {Section 25} To prevent danger, all machinery driven by power should be encased and effectively guarded. {Section 26} Woman worker and children should not be employed in any part of the factory for pressing cotton in which a cotton-opener is at work. {Section 27} Hoists and Lifis in a factory should be periodically inspected by the Competent Person. {Section 28) Lifting Machines, Chains, Ropes and Lifting Tackles in a factory should be periodically inspected by the Competent Person. {Section 29} Where process of grinding is carried on, a notice indicating the maximum safe working peripheral speed of every grind-stone or abrasive wheel etc., should be fixed to the revolving machinery.{Section 30} Where any plant or machinery or any part thereof is operated at a pressure above atmospheric pressure, effective measures should be taken to ensure that the safe working pressure of such plant of machinery or part is not exceeded. {Section 31)Employee Safety Floors, stairs and means of access should be soundly constructed and properly maintained. {Section 32} Pits, sumps opening in floor etc., should be either securely covered or fenced. {Section 33) No workman shall be employed in any factory to lifi, carry or move any load so heavy as to be likely to cause him injury. {Section 34) Necessary protective equipment should be provided to protect the eyes of the workman, where the working involves risk of injury to the eyes. {Section 35}The Factories Act, 1948 Employee Safety © Suitable precautionary arrangements should be taken against dangerous fumes, gases ete. {Section 36} © Every practicable measures should be taken to prevent any explosion where the manufacturing process produces dust, ‘gas, fume or vapour etc. {Section 37} © Every practicable measures should be taken to prevent the outbreak of fire and its spread, both intemally and externally. {Section 38) © The Inspector of Factories can ask the Occupier or the Manager of the Factory to furnish drawings, specification etc... of any building, machinery or a plant, in case he feels that condition of such building, machinery or the plant may likely to cause danger to human life. {Section 39} © The Inspector of Factories can suggest suitable measures of steps to take by the Occupier or Manager for implementation, when he feels the condition of any building, machinery or a plant may likely to cause danger to human life. {Section 40} © Wherein 1000 or more workmen are employed in a factory, the Occupier should appoint a Safety Officer to look after the safety aspects of the factory. {Section 40-B}The Factories Act, 1948 Employee Welfare Adequate and suitable ‘washing facilities’ should be provided in every factory. {Section 42} provide suitable places for keeping clothing not worn during working hours and for the drying of wet clothing. {Section 43) © suitable arrangements for sitting should be provided and maintained for all workers obliged to work in a standing position, (Section 44} First-Aid Boxes , at least one Box for every 150 workmen. {Section 45} factory wherein more than 500 workers are employed there should be provided and maintained an Ambulance {Section 45(4)} © canteen for the use of workers in every factory, where the number of workmen employed is more than 250.{Section 46} © wherein more than 150 workers are employed adequate and suitable shelters or rest rooms and a suitable lunch room, with provision for drinking water, {Section 47) © wherein more than 30 women workers are ordinarily employed there should be provided and maintained a suitable room for the use of children under the age of six years of such women. {Section 48} © Inevery factory wherein more than 500 or more workers are employed, the Occupier should employ in the factory such number of Welfare Officers as may be prescribed. {Section 49}The Factories Act, 1948 Working Hours of Adult Workers Ordinarily, a worker should not be allowed to work in a factory for more than 48 hours in any week. {Section 51} ‘The workman should have one holiday for a whole day in a week. Where he was asked to work on his scheduled weekly holiday, he should be given compensatory holiday within three days of his scheduled weekly holiday. {Section 52) ‘® After obtaining approval from the Inspector of Factories, the workman shall be allowed to avail the compensatory holidays unavailed by him, within that month during which the compensatory holidays are due or within two months immediately following that month. {Section 3} no worker should be allowed to work more than nine hours in a day. {Section 54) The timings of work should be fixed in such a way that no worker should be required to work continuously for more than five hours; and he should be allowed to a {Section 55} © The period of work of a workman should be so arranged that inclusive of his not spread over more than ten and a half hours in any day. {Section 56}. ‘© worker works ina factory for more than nine hours in any an interval for rest of at least half-an hour during his work in a day. {terval for rest under Section $5 should lay or for more than forty-eight 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.{section 59}The Factories Act, 1948 FURTHER RESTRICTIONS ON EMPLOYMENT OF WOMEN. [section 66] e@ Women is not allowed to work during the night hours from between 10 P.M. and 5 A.M. e Factories act 1948, shall allow women to work in between the hours of 6 A.M. and 7 P.M. only.The Factories Act, 1948 Section 67. Prohibition of employment of young children. - No child who has not completed his fourteenth year shall be required or allowed to work in any factory. Section 68. Non-adult workers to carry tokens. - A child who has completed his fourteenth year or an adolescent shall not be required or allowed to work in any factory, unless - (a) a certificate of fitness granted with reference to him under section 69, is in the custody of manager of the factory. and (b) such child or adolescent carries while he is at work, a token giving a reference to such certificate.Need of Employee safety and Health To Decrease absenteeism and turnover To Reduce dissatisfaction To decrease the occurrence of job related disease To boost employee morale To enhance workers effectiveness and productivityInternational HRM According to Edwin B. Flippo, HRM is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resource to the end that individual, organisational and social objectives are accomplishedInternational HRM THRM e human resource management at the international level e is the process of employing, training and developing and compensating the.employees in international and global organizations. e International HRM deals with the typical HRM functions like recruitment, selection, training and development, performance appraisal, etc., at the international level.International HRM Three national or country categories involved in international HRM activities are: o the host country where a subsidiary may be located, o the home country where the firm is headquartered, and, o the ‘other’ countries that may be source of labor or finance.Scope of International HRM The three types of employees of an international firm: * the host country nationals (HCNs), * the parent-country nationals (PCNs), and * the third country nationals ( TCNs).Objective of International HRM To manage and secure the performance, compensation and career path of employees. Create a local appeal without compromising upon the global identity. Training upon cultures and ‘sensitivities of the host country. To manage and organise cross cultural counselling and language training programme. To avoid regional disparities To manage diversifies human capitalFeatures of International HRM *IHRM involves employment of right people at right job at right time, irrespective of geographic locations. «It requires the dvlpt of long-term HR plan to make sure of effective alignment of HR strategies with corporate objectives. «It requires the dvlpt of a diversified range of skills for employees, especially for those who need to work beyond national boundaries. «It necessitates. the determination of compensation for parent, host & third country nationals on the basis of country specific factors. «It creates the centralized reporting relationships around the world for faster information system.Developments Leading to International HRM Perspective e Rapid growth of — global competition and internationalisation Need of effective management Need for international managers Development of different organisational culture Knowledge Management (create, transmit and assimilate knowledge beyond borders) e Expatriation in Global FirmsInternational HRM : Role and Distinguish Activities responsible for the administrative services for expatriates like selecting, training and appraising local and the international employee. Recruitment and Selection On the Job Training Performance Evaluation Compensation and Benefits Ensuring Legal CompliancesInternational HRM : Role and Distinguish Activities e International Taxation e International Relocation and Orientation (Pre Departure training, housing, medical, schooling, etc.) e Managing Host Government Relations e Deals with Cross Culture/Language managementEmerging Trends in International HRM e Moving from Ethical relativism to Global Values e There is internationally wide movement to criminalise the practice bribery o In 1977 USA enacted Foreign corrupt practices.act (FCPA) to prohibit US based and US nationals from making bribery payment to foreign government officials.Emerging Trends in International HRM Workforce diversity Multi generational workforce Training and development extends beyond information and orientation training to include sensitivity training and field experiences that enables the manager to understand cultural differences better. Managers are protected from career development risks, re-entry problems and culture shock. To balance the pros and cons of home country and host country evaluations, performance evaluations are combined the two sources of appraisal information.HR Issues in MNC Global hiring and onboarding. International compliance (compliance wits avs and regulations. ) Sharing knowledge across borders. Building company culture. Implementing a modern HRIS that supports global teams © International HRM Strategy (ethno, poly, geo) © Understanding cultural Environment (language, custom, business norm) © Understanding Political and Legal environmentHR Issues in MNC Health and safety. Compensation management.(Hour and wages) Retention. Monitoring productivity and performance.IR Issues in MNC Who should handle Labour Relations — Headquarter or the subsidiary in the concerned country Trade Union Tactics © The most common one is ‘strike’ Intervention from the global body like ILO, UNCTAD, EU, OECD: ILO has issued guidelines which cover disclosure of information, competition, financing, employment, industrial relations, taxation, science and technology.