Employee health and safety

Joint I.L.O.(International Labour organization) AND W.H.O(World Health

Organisation) committee on organizational health held in 1950 defined
organizational health as
 
Ø   
The promotion and maintenance of physical, mental and social well-being of
workers in all occupations.
 

Ø   
Preventing among workers of ill health caused by the working conditions.
 

Ø   
Protection of workers in their employment from risk factors adverse to health.
 

Placing and maintenance of worker in an occupational environment adapted to

Ø   

his physical and psychological equipment.

 
 Importance of Industrial Health
 
As the large member of workers spend a great deal of their time in an organization, their
Ø   

environment is not usually conducive to a health life.

 

Malnutrition, insanity and psychological conditions and the stress and strain under which
Ø   

they work is very injurious to their health.

 

The symptoms of bad health are a high rate of absenteeism and turnover and indiscipline,
Ø   

poor performance and low productivity.

 

Industrial health programmes are very useful for reduction in the rate of labour turnover,
Ø   

absenteeism, accidents, lower performance and occupational diseases.

Legal Provisions regarding Employee health
• The main focus of Factories Act is towards the Health benefits
to the workers. Health Chapter of the Act contains
specification from Section 11 to 20. Detailed information of
the sections of is provided as under:

Section 11: This section basically specifies the issues of

cleanliness at the workplace. It is mentioned in the provision
that every factory shall be kept clean and free from effluvia
arising from any drain, privy or other nuisance. This includes
that there should be no accumulation of dirt and refuse and
should be removed daily and entire area should be kept clean.
• Section 12: This section specifies on disposal of wastes and effluents. That every factory should make effective
arrangements for the treatment of wastes and effluents due to the manufacturing process carried on therein, so as to render
them innocuous and for their disposal.

Section 13: This section focuses on ventilation and temperature maintenance at workplace. Every factory should work on
proper arrangements for adequate ventilation and circulation of fresh air.

Section 14: This section details on the proper exhaustion of dust and fume in the Factory. In this it is mentioned that
factory which deals on manufacturing process should take care of the proper exhaustion of dust, fume and other impurities
from its origin point.
• Section 15(Artificial humidification): This section specifies regarding the artificial humidification in factories. In this the
humidity level of air in factories are artificially increased as per the provision prescribed by the State Government.
• In manufacturing, process humidity is maintained by the employer to adopt the various method. It will be a must
to maintain the temperature of that area where workers are working. If to maintain a humidity water cooler is
used then the employer must make it clean. If air and water are used to maintain the temperature then it will be
taken from a public supply or another source of drinking water. Water is used for increasing humidity then it will
be purified. If the inspector realizes that water used to maintain humidity is nit purified then be given the notice to
the manager of the factory and also specifies the method of water purification.
• Section 16 Overcrowding
• No workroom of the factory is overcrowded because it was injurious to the health of workers. If a factory is
established before the commencement of this Act then the distance between workers is 9.9 cubic meters, but if a
factory is established after the commencement of this Act then the distance between two workers is 14.2 cubic
meters. The floor of the room is high at 4.2 meters.
• Section 17 Lighting
• In the factory, proper light is provided to the workers. If proper light is not provided to workers then it causes a bad effect
on the eyes of workers and due to its various dangerous diseases are caused to the worker.Glass and titles reflect light
then it harms the eyes of the worker then these types of titles must be removed. In passage and staircases provide proper
light. The state government made rules related to lighting and implemented it accordingly.
• Section 18 Drinking Water
• To provide proper facilities for drinking water. Drinking water is a must condition. In writing it was mentioned that drinking
water is provided here and this was written in that language which is used by the majority of the workers. It was on that
font size visible to all the workers. Drinking water distance 6m form other washing places like latrine and urinal facility,
drainage, spittoon. The state government has the power to shorten the distance. In a factory more than 25o workers are
working then according to whether drinking water is provided in summer cold drinking water is provided to the workers.
• Section 19 Latrines and urinals
• It is a general facility of latrines and urinals. This facility is provided to workers.
• For males and females, different facilities of latrines and urinals are provided in a factory.
• In latrines and urinals proper facility of light and ventilation is provided.
• Cleaning and sanitary properly maintained in latrines and urinals.
• The sweeper is hired by an employer whose duty is to clean the place of latrine and urine regularly.
• If any factory where more than 250 workers are working then a certain facility is provided to the employees of the worker.
• The internal walls of the floor of the urinal and latrine are nine centimeters. If the partition is used between the washroom
of male and female then the partition must have glazed tiles. The smooth polished surface is used in latrine and urinals.
• The state government prescribes the number of urinals and latrines in a factory. The employer’s duty to maintain sanitary
conditions in the factory and also take care of the health of workers.
• Section 20 Spittoons
• To place the spittoons in the factory according to the convenient number. It must place
in a clean and hygienic condition. The state government makes rules related to
spittoons and also makes rules regarding it. If spittoons in a factory then no person
spits in any other place. Spittoons can be washed daily by disinfectant. If anyone
breaks the rule of spittoons then punishment is not exceeding rupees 5.
Measures to promote employee health
• Promoting health consciousness which requires continuous education,
systematic campaign and genuine support from top management.
• Mental health of employees can be maintained by \
1. Psychiatric counselling
2. Co-operation and consulation with outside specialists
3. Education of company personnel in thr nature and the importance of
mental health.
4. Development and maintainence of an effective human relation
programme
Organisational stress management
programmes
• Identify and then modify or eliminate the work stressors(workload,
job conditions, role conflict and ambiguity, career development.
Interperssonal relations)
• Help employees modify their perception and understanding of work
stress
• Help employees more effectively with the consequences of the stress.
• The execution of planning programme by the employees in areas like:
1. Healthy living
2. Eating wisely
3. Exercise and physical fitness
4. Smoking cessation
5. Stress management
6. Protecting one self from workplace hazards
Employee safety
• Workplace safety is a composite field related to safety, health and welfare of
people at work. It narrates the strategy and methods in place to ensure health and
safety of employees within a workplace.
• Workplace safety includes employee awareness related to the knowledge of basic
safety, workplace hazards, risks relating to hazards, implementation of hazard
preventions, and putting into practice necessary safer methods, techniques,
process, and safety culture in the workplace.
• It also includes safety rules and regulations designed mostly on the basis of
existing government policies. Every organization puts in place a number of safety
rules and regulations for its people. Safety training and education for employees
is imparted periodically with a view to making them aware about and updating
them with latest safety measures.
 Purpose of employee safety
• Before analyzing various aspects of workplace safety, it is pertinent to know the reasons for ensuring
safety in life. We attach top priority to safety and security in places we live, stay, visit or work in.
• To Say no to Accidents − Accidents are fallouts of recklessness and lack of responsibility. When we
don’t follow required safety norms we end up in getting injured or even in ending our valuable lives. It
is true with regard to our home and workplace alike.
• To Stay Healthy and Energetic − We should have a healthy food habit, which is itself a safety
measure, to keep us healthy and lively for work at home and in workplaces.
• To have Longevity in Life − We should take care of ourselves everywhere we are and of others for
leading a safe and meaningful life.
• To create Public Awareness − Promotion of safety norms everywhere creates public awareness and
discipline. It is true of workplaces and motivates new employees to take up safety measures necessary
for their safety.
• To avoid loss of Property and Life − The basic aim of safety measures is to prevent the occurrences of
mishaps and hazards that sometimes cause heavy loss of life and property.
• To Devise Planning for Safety − Need for safety paves the way for devising an effective planning for
all-round safety of employees in an organization.
Basic Objectives of Workplace Safety
• The basic objectives of workplace safety are as follows −
• Preservation of and assistance for employees’ or workers’ health and well-being
• Enhancing workability of employees by ensuring a safe and congenial work environment
• Growth of the organization that remains free from prospective hazards and mishaps
• Encouraging a favorable social climate in the organization that motivates the employees
to work efficiently towards organizational progress and prosperity
• Secure the health and safety of workers and workplace by eliminating or minimizing risks
• Achieve higher productivity among the employees by providing a safe and secure
environment
• Focus on employees’ safety and health arising from chemicals and hazardous elements
used at workplaces.
Causes of accidents and prevention
• Refer to the pdf sent in the class

Effective safety management

• Refer to the same pdf as above

 Legal provisions regarding safety(section 21-40)
• 1. Fencing ot machinery. All dangerous machinery must be securely fenced e.g., moving .parts- of prime movers and
flywheels connected to every prime mover. electric generators. etc.-Sec. 2l.

• 2. Work on or near machinery in motion. Work on or near machinery in motion must be carried out only by specially
trained adult male workers wearing tightly fitting c1othes.-Sec. 22.

• 3. Employment of young persons on dangerous machines. No young person shall work at any danger()us machine'
unless he has been specially instructed as to the dangers and the precautions to be observed. has received sufficient
training about th~ work. and is under the supervision of some person having thorough knowledge and experience of the
machine.-Sec. 23
• 4.  Striking gear and devices for cutting off power. In every factory suitable devices for cutting off power in
emergencies from running machinery shall be provided and maintained in every workroom.~. 24.

• 5.  Self-acting machines. Moving parts of a self-acting machine must not be allowed to come within 45 cms. of any fixed
structure which is not part of the machine.-Sec. 25.
•  
• 6. Casing of new machinery. In all machinery installed after the commencement of the Act. certain parts must be sunk,
encased or otherwise effectively guarded e.g.. set screw. bolt. toothed gearing etc. -sec. 26.
 • 7. Women and children near cotton Openers. Women and children must not be allowed to work near
cot/On openers, except In certain cases.-Sec. 27

• 8.     Hoists, lifts, chains etc, Every hoist and lift must be so constructed as to be safe. There are detailed rules
as to how such safety is to be secured. There are similar provisions regarding lifting machines. chains, ropes
and lifting tackle .Sec. 28. 29.

• 9. .Revolving machinery. Where grinding is . carried on the maximum safe working speed of every
revolving machinery connected therewith must be notified. Steps must be taken to see that the safe speed is
not exceeded.-Sec. 30.

• 10. Pressure plant. Where any operation is carried on at a pressure higher than the atmospheric pressure,
steps must be taken to ensure that the safe working pressure is not exceed~cL-.sec. 31.
 
• . 11. Floors, stairs and means of access. All floors, steps, stairs, passage and gangways shall be of sound
construction and properly maintained. Handrails shall be provided where necessary. Safe means of access
shall be provided to the place where the worker will carry on any work.-Sec. 32.
• 12. Pits, sumps. openings in floors etc. Pits. sumps. openings in floors etc. must be securely covered or fenced.-Sec.
33.
 
• 13. Excessive weights. No worker shall be made to carry a load so heavy as to cause him injury.-8ec. 34.
 
• 14. Protection of eyes. Effective screen or suitable goggles shall be provided to protect the eyes of the worker from
fragments thrown off in course of any manufacturing process and from excessive light if any.-Sec. 35.
 
• 15. Precautions against dangerous fumes. No person shall be allowed to enter any chamber. tank etc. where
dangerous fumes are likely to ,be present. unless it is equipped with a manhole or other means of going out. In such
space no portable electric light of more than 24 ,volts shall be used. Only a lamp or light of flame proof construction
can be used in such space. For people entering such space suitable breathing apparatus, reviving apparatus etc. shall
be provided. Such places shall be cooled by ventilation before any person is allowed to enter.-8ecs. 36 and 36A.
 
• 16.  Explosive or inflammable gas etc. where a manufacturing process produces inflammable gas. dust. fume. etc.
steps must be taken to enclose the machine concerned, prevent the accumulation of substances and exclude all
possible sources of ignition. Extra precautionary measures are to be taken where such substances are worked at
greater than the atmospheric. pressure.-Sec. 37.
 • 17. Precaution in case of fire. Fire escapes shall be provided. Windows and doors shall be constructed to open
outwards. The means of exit in case of the fire shall be clearly marked in red letters. Arrangements must be made to
give warning in case or fire -sec. 38 
 
• 18. Specifications of defectives etc. and safety of buildings and machinery. If any building or machine is in a
defective or dangerous condition, the inspector of factories can ask fer the holding of tests to determine how they can be
made safe. He can also direct the adoption of the measure necessary to make them safe. In case of immediate danger,
the use of the building or machine can be prohibited.-Secs. 39. 40.

• 19. Maintenance of Buildings. If the Inspector of Factories thinks that any building in a factory, or any. part of it. is in
such a state of disrepair that it is likely to affect the health and welfare of the workers. he may serve on the occupier or
manager or both in writing specifying the measures to be done before the specified date. Sec. 4OA.

• Safety Officers. The State Government may notify to the occupier to employ a number of Safety Officers in a factory
(i) wherein one thousand or more workers are ordinarily employed. or (ii) wherein any manufacturing process or
operation which involves the risk of bodily injury, poisoning. disease or any other hazard to health of the persons
employed in the factory .-Sec. 40B.
• Rules. The State Government may make rules providing for the use of such further devices for safety as may be
necessary. Sec. 41.
• For further readings: https://labour.gov.in/sites/default/files/Factories_Act_1948.pdf
Basic principles regarding IHRM
• IHRM can be defined as set of activities aimed managing
organizational human resources at international level to achieve
organizational objectives and achieve competitive advantage over
competitors at national and international level. IHRM includes
typical HRM functions such as recruitment, selection, training
and development, performance appraisal and dismissal done at
international level and additional activities such as global
skills management, expatriate management and so on.
• In simple terms, IHRM is concerned about managing human
resources at Multinational Companies (MNC) and it involves
managing 03 types of employees namely,
• Basic Principles Governing International Human Resource Management/ Role of
Culture In IHRM
• 1. Cultural Factors: Culture means shared beliefs, values, norms, and moral by
the people. Organisational culture means a pervasive underlying set of beliefs,
assumptions, values, shared feelings and perceptions, which influence the
behaviour of people in the organization. The same distinguishes one organization
from another. Similarly, at macro level too, wide ranging cultural differences exist
across the nations/countries. For example, the eastern culture widely varies from
the western one. Just to quote, the incentive plans in Asia (Japan) tend to focus on
the work group, while in the west the more usual prescription is still to focus on
individual worker incentives’.
• The research work of Geert Hofstede’ undertaken into IBM using the
responses of managers from 66 different countries produced some
interesting evidences on cultural differences. In his study Hofstede
found that societies differ on four primary dimensions which he called:
power distance (PDI), uncertainty avoidance (UAI), individuality (INV)
and masculinity (MASC). A brief discussion of these follows
(I) Power Distance (PDI) :By power distance Hofstede means the extent
to which members of a society accept that power in institutions and
organizations is and should be distributed equally. Accordingly, the
distance between the government and the governed is narrower in
democratic societies like India than in dictatorial ones like Philippines.
This means, Hofstede concludes, the workers in India will have far more
chances of influencing decisions of the government than would the
workers in Philippines. According to him, the same applies to
organizations also.
• (II) Uncertainty Avoidance (UAI) In simple terms, uncertainty avoidance means the
creation of set of rules and structures to eliminate ambiguity in organizations and
support those beliefs that are promising for certainty and conformity. Differences
abound among countries from this point of view also For example, while at work
place, the Indians, Germans and the French feel a much greater need for rules and
regulations than do the Swedes and the British. The attitude of uncertainty
avoidance is much frowned on in high PDI countries like Philippines and Germany.
• (III) Individualism (INV) In simple terms, individualism means the degree of
preference of individuals expected to look after themselves and their immediate
families. Just reverse is collectivist. From this stand point, USA and Britain score high
on the individual index and Indonesia and Pakistan score low. What these mean is
the preference for living and working in individual and collectivist ways respectively.
• 2. Economic Conditions:
Like cultural differences, there abound economic differences among
nations/countries. Differences n economic conditions or systems cause
inter-country differences in HR practices. For example, in case of a
country with free enterprise systems, the need for efficiency tends to
favour HR practices and policies that encourage productivity, efficient
workers, etc. On the other side, when one moves along the scale toward
more socialist systems, HR practices tend to shift toward different
direction like preventing unemployment. It may do so even at the expense
of sacrificing efficiency.
• 3. Labour Cost Factors
• HR practices are also influenced by differences in labour costs existed in different countries. If the labour cost is
high, it can require more focus on labour efficiency which, in turn, can influence HR practice to shift toward
improving labour performance. Labour may get remuneration as per performance i.e., pay-for-performance.
Evidences are available to mention the inter-country differences in labour costs. Labour cost is quite more in
U.K. than in India, for example. Wide gaps in hours worked also exist among the countries which also need to
be considered while studying HR practices in a particular country. Intra-country differences in hours worked
exist across organizations. For example, in India, there is 5 days week (work) in the central government
departments, while its 6 days week in the state government departments. This affects HR practices such as
vacations between the two types of organizations in the same country.
• 4. Labour Relations Factors
Labour relations or industrial relations i.e., relationship between employees, employers and the government that
vary from country to country and have an enormous bearing on affecting HR practices. For instance, in Germany,
codetermination is the rule. Here, the employees enjoy legal right to have their voice in the matters of their
company. On the other hand, in India and many countries, the State has its role to play in the relations between
employees and employers. In India, for instance! HR policies on most matters such as compensation
(wages/salary) and retirement benefits are set by the government. The government does so by enactment of the
various Acts such as the Minimum Wages Act, 1948, The Payment of Gratuity Act, 1972, the Payment of Bonus
Act, 1965, etc. The HR policies are determined accordingly. As seen above, wide inter-country differences in
culture, economic systems, labour costs, and industrial relations systems affect HR practices. Hence, HR
managers need to consider these impacts and evolve HR practices for business operations conducted globally.