Relates to taking care of the well being of workers by

employers, trade unions, governmental and nongovernmental organizations.

Referred to as betterment work for employees.

Motivates employees
Employee Retention
Minimized social evils
Better Job satisfaction
Cuts down labor turnover

Huge investment
Employees being dissatisfied

Inside the work place-Intra mural facilities

Facilities within the factories like medical, compensation,
drinking water
Outside the work place-Extra mural facilities
Facility provided outside the factories like accommodation,
recreational facilities, educational facilities

Labor welfare can be divided into 2 categories:1. Voluntary welfare work:It consists of those activities which are undertaken by the
employers for their workers voluntarily. Ex:- Education,
Housing, Transportation, etc.

2. Statutory welfare work:Consists of legal provisions in various pieces of labor

legislation.

Different ways of Social Security Provision in India

1. Social Insurance- common fund is established with periodical
contribution from workers out of which all benefits in terms of
cash or kind are paid. The employers & state prove major
portion of finances. Benifits shuch as PF, Group Insurance etc
are offered.
2. Social Assistance- Benefits are offered to persons of small
means by govt out of its general revenues. Eg- Old age pension

- Medical care
- Sickness benefit in cash
- Old age pension or retirement benefit
- Invalidity pension
- Maternity benefit
- Accident benefit
- Survivors benefit

The workmens compensation act, 1923

The employees state insurance act, 1948
The maternity benefits act, 1961
The employees provident fund &
miscellaneous Provisions act, 1952
The Factories act, 1948
The Plantation labor act, 1951
The Contract labor act, 1970
Labor welfare officer

The Plantations Labour Act, 1951 (PLA) applies to any land used or intended to be
used for growing tea, coffee, rubber, cinchona or cardamom or any other
plant which measures 5 hectares or more and in which 15 or more workers are
employed on any day of the preceding 12 months.
The State Governments can be notification apply this law to any other land too even if
it measures less than 5 hectares and employ less than 15 workers.
Some definitions under PLA, 1951 [Section 2]:
Adolescent: a person between the age of fourteen and Eighteen
Child: a person who has not completed his 14th year
Employer: the person who has the ultimate control over the affairs of the
plantation and where the affairs of the plantation are entrusted to any other person,
such other person shall be the employer in relation to that plantation.
Family: means his or her spouse and the legitimate and adopted children of the worker
dependent upon him or, who have not completed their eighteenth year, and includes,
where the member is a male, his parents dependent upon him.

Plantation: any plantation to which this Act applies and includes offices,
hospitals, dispensaries, schools and any other premises used for any
purposes connected with such plantation.
Qualified medical practitioner: means a person holding a qualification
granted by an authority specified under section 3 of the Indian Medical
Degrees Act 1916 of under any provincial or State Medical Council Act.
Wages: as defined under clause (h) of section 2 of the Minimum Wages Act
1948 (11 of 1948).
Worker: means a person employed in a plantation for hire or reward,
whether directly or through any agency, to do any work, skilled, unskilled,
manual or clerical, having wages less than Rs. 750/- p.m., but does not
include medical officer, managerial staff and temporary workers
employed in any work relating to construction, repair, maintenance of
roads, bridge, etc.

Section 3-B of the PLA, 1951 makes it compulsory for every employer of a
plantation to register it within sixty days of its coming into existence.
Inspecting staff: Under Section'4, the state government has the power to appoint
for the state a duly qualified person to be -the chief inspector of plantations and
other persons to, be inspectors subordinate to the chief inspector.
Power and functions of Inspectors [Sections 5&6]: to examine and make inquiries
to ascertain whether the provisions of this Act are being observed in any
plantation. can enter, inspect and examine with assistants any part of plantation at
any reasonable time and take statements on any person, provided that no person
shall be compelled to answer any question or make any statement tending to
incriminate himself.
Certifying surgeons. [Section 7]: The state government is responsible for
appointing qualified medical practitioners to be certifying surgeons for within
local limits of a plantation or class of plantations.
Duty of the certifying surgeon: the examination and certification of workers, the
exercise of such medical supervision where adolescents and children are or are to
be employed in any work in any plantation which is likely to cause injury to their
health.

CONTRACT LABOUR (REGULATION AND

ABOLOTION ACT)
-1970
The Object of the Contract Labour Regulation and Abolition) Act, 1970 is to
prevent exploitation of contract labour and also to introduce better conditions of
work.
A workman is deemed to be employed as Contract Labour when he is hired in
connection with the work of an establishment by or through
a Contractor. Contract workmen are indirect employees. Contract
Labour differs from Direct Labour in terms of employment
relationship with the establishment and method of wage payment.
Contract Labour, by and large is not borne on pay roll nor is paid directly.
The Contract Workmen are hired, supervised and remunerated by the Contractor,
who in turn, is remunerated by the Establishment hiring the services of the
Contractor

Registration And Licensing

The Act applies to the Principal Employer of an Establishment and the
Contractor where in 20 or more workmen are employed or were employed
even for one day during preceding 12 months as Contract Labour.
This Act does not apply to the Establishments where work performed is of
intermittent or seasonal nature.
If a Principal Employer or the Contractor falls within the vicinity of this Act then,
such Principal Employer and the Contractor have to apply for Registration of the
Establishment and License respectively.
The Act also provides for Temporary Registration in case the Contract Labour is
hired for a period not more than 15 days.
Any change occurring in the particulars specified in the Registration or Licensing
Certificate needs to be informed to the concerned Registering Officer within 30 days
of such change.
From combined reading of Section 7 and Rules 17 & 18 of the Contract Labour
(Regulation and Abolition) Central Rules, 1971, it appears that the
Principal Employer has to apply for registration in respect of each
establishment. Other important point to note is that a License issued for One
Contract cannot be used for entirely different Contract work even though
there is no change in the Establishment.

Penal Provisions
Section 9 of the Act provides that the Principal Employer, to whom this Act is
applicable, fails to get registered under the Act, then such Principal Employer
cannot employ contract labour.
It also appears that if the Establishment is not registered or if the Contractor is not
licensed then the contract labour shall be deemed to be the direct workmen and the
Principal Employer or the Establishment shall be liable for the wages, services and
facilities of the contract labour etc.
For contravention of the provisions of the Act or any rules made thereunder, the
punishment is imprisonment for a maximum term up to 3 months and a fine upto a
maximum of Rs.1000/-.

Responsibilities
The Act enjoins Joint and Several responsibity on the Principal
Employer and the Contractor. The Principal Employer should ensure
that the Contractor does the following:
a) Pays the wages as determined by the Government, if any, or;
b) Pays the wages as may be fixed by the Commissioner of Labour.
c) In their absence pays fair wages to contract labourer.
d) Provides the following facilities:
i. Canteen (if employing 100 or more workmen in one place) and if
the work is likely to last for 6 months or more.
ii. Rest rooms where the workmen are required to halt at night and
the work is likely to last for 3 months or more.
iii. Requisite number of latrines and urinals - separate for men and
women.
iv. Drinking water.
v. Washing.
vi. First Aid.
vii. Crche
e) Maintains various registers and records, displays notices, abstracts
of the Acts, Rules etc.
f) Issues employment card to his workmen, etc.

Checklist For Principal Employer

1. Registration of the Establishment.
2. Display of the following notices rate of wages, hours of work, wage period,
date of payment of wages, date of payment of unpaid wages and name and
address of the inspector having jurisdiction.
3. Maintenance and Preservation of Register of Contractor.
4. Filing of Return of Commencement and Completion of the Contract.
5. Filing of Annual Return.
6. Supervising the responsibilities of Contractor to avoid enjoining of the
liabilities.
7. Ensure provision that facilities of Canteen, Drinking Water, Washing, Rest
Room, Latrines and Urinals, First Aid, Crche are provided by the Contractor.

Checklist For Contractor

1. Licensing.
2. Renewal of the License.
3. Maintenance and Preservation of Register of Persons employed, Muster
Roll, Register of wages, Register of Fines, Register of Deductions for
damages or loss, Register of advances, Register of overtime.
4. Display of Notice rate of wages, hours of work, wage period, date of
payment of wages, date of payment of unpaid wages and name and address
of the inspector having jurisdiction.
5. Provide facilities of Canteen, Drinking Water, Washing, Rest Room,
Latrines and Urinals, First Aid.
6. Employment card.
7. Service Certificates.
8. Half yearly return.

The Factories Act ,1948 mandates that every industrial

establishment must appoint a welfare officer if the number of
employees is 500 or more.

It is argued that the prime responsibility for welfare should

rest with the line manager or the HR manager.

The term fringe benefits refers to the extra benefits provided to

employees in addition to the normal compensation paid in the
form of wage or salary.

To create & improve industrial relations.

To promote employees welfare.
To motivate the employees by identifying & satisfying their
unsatisfied needs.
To provide security to the employees against social risks like
old age benefits & maternity benefits.
To provide safety against accidents.

Employees demand
Trade union demand
Employers preference
As a social security
To improve human relations

1. Legally required payments

- Old age, survivors, disability and health insurance (commonly known
as social security)
- Workers compensation
- Unemployment compensation
2. Contingent and Deferred benefits
- Pension plans
- group life insurance
- military leave and pay
- maternity leave
- child care leave & sick leave etc.,
3. Payments for time not worked
- vacations & holidays
- voting pay allowances
4.Other benefits
- travel allowances & moving expenses
- uniform tool expenses