CHAPTER:- 1.

History of Hindustan Zinc limited

HZL was created from the erstwhile mental corporation of India (MCL) on 10th
January 1966 as a public taking undertaking. In April 2002, the government of India,
disinvested its majority stake in HZL, and it became a part of the growing sterlite
groups. Since then HZL has been growing from strength to strength.

HZL produces zinc, lead and other by products including sulphuric acid, silver and
cadmium. HZL achieved an all-time high with a record output of 2,61,226 tones zinc
and 6,14,938 tones of record production of zinc concentration during 2003-2004.

Today HZL is India’s leading base metal producer.

HZL is a vertically integrated mining & smelting company, gearing up to:

1) Harnessing mining resources to help India achieves self-

sufficient in zinc.
2) Become a global leader in zinc.
3) Create value for all entities whether it is customer,
Investors or employees.

Constant innovations, meticulous attention to details, extensive investments in R&D

and technology are the hallmarks of HZL making it a multi-product company.

1.1 HZL milestones at a glance:

2002-2003: - sterile acquires 26% and management control in HZL from the
government of India in privatization. A further 20% is brought from market through
open offer and 18.92% from government of India under call option.

1991:- Chanderiya pyro metallurgical lead-zinc smelter and

Rampura Agucha mines begin production.

1983:- Rajpura Dariba mine starts production .

1977:- Vizag zinc smelter and second set of zawar mine facilities
commissioned.

1971:- First expansion of Zawar mines commissioned.

1
 1968:- Debari smelter commissioned.

1942:- Commencement of mining at Zawar.

MISION:

1) Be a lowest cost Zinc producer on a gobal scale , maintaining market

leadership.
2) Produce half million tones/year of zinc by 2005.
3) Be innovative , customer oriented and eco-friendly, maximizing stake-holder
value.

VISION:

Be a world-class Zinc company. Creating value, leveraging minerals resources and

related core competencies.

HIGHLIGHTS:

1) The only integrated zinc producer in India.

2) Refined zinc production capacity 230000 tpa.
3) Ore treatment capacity 4.6 mtpa.

Continuous operational improvement, meticulous planning, constant innovations,

extensive R&D , technological up gradation and so much more – HZL has come a long
way and mutiproduct company.

1.2 CORPORTE PHILOSOPHY:

• To upload a reputation for intergrity, honesty, straight forward & just

dealing .
• To be committed to the quality of its products.
• To be committed to its customers.
• To be innovative in approach & thoughts.
• To be open, friendly, sincerealy & humane in behavior & attitude.
• To contribute to the community as a part of our social responsibility.
• To maintain & improve working environment by eco friendly.
• Processing.
• To be a market leader.

2
 AWARDS:

Year: - 2003.
National safety award.

Year :- 2003-04.
Greantech safety award.

Year :- 2004-05.
Greantech safety award .

PRODUCTION OF CLZS

Table No. 1.2.1.

YEAR ZINC LEAD CADMIMUM SILVER SALPHURIC

M.T. M.T. M.T. K.G. ACID (M.T.)

2001-01 62022 28900 125 31284 142579

2001-02 85944 32719 231 41427 156605
2003-04 10507 33545 134 41614 193400
2004-05 89098 35059 123 41974 177878

3
HZL IS A VERTICALLY INTEGRATED COMPANY WITH
MINES AND SMELTERS SPREAD ACROSS MULTI-LOCATION
IN INDIA

4
 1.3 PERFORMANCE

Hzl milestone at a glance:

April 2005:
To fulfill the demand of Zinc in 2005 a new Hydro Plant of 7-lakh mt capacity was
launched.

2003-04:
Sterlite acquires 26% and management control in HZL from the government of India in
privatization. A further 20% is brought from market through open offer and 18.92% from
government of India under call option.

1991:
Chanderiya pyrometallugical lead-zinc smelter and Rampura Agucha mines being
production.

1983:
Rampura Dariba mines starts production.

1977:
Viraz zinc smelter and second set zawar mine facilities commissioned.

1971:
First expansion of Zawar mines commissioned.

1968:
Debari smelter commissioned.

1942:
Commencement of mining at Zawar.

1.4 Introduction CLZS:-

Chanderiya Lead Zinc Smelter was established in the year 1989. It started raising
Lead Zinc from its Agucha Mines in Udaipur.

There are many places in our country, where we get different types of metallic substances
as raw materials for industries. In compound form.
Plenty of minerals are obtained in Rajasthan. The Jawar Mines in Udaipur
are famous as a source of zinc all over world . Bhilwara the, Beawar, Ajmer, Dungarpur,

5
Baswara & Tonk are the famous places as a source of mica . There are basically 2 types
of assets:

1.5
A) Mines:-
i) Zawar Mines.
ii) Rampura Agacha Mines.
iii) Dariba Mines.
B) Smelter:-

i) Deriba Smelter
ii) Chanderiya Smelter.
iii) Vizaj Smelter.

1.6 SAFETY RULES.

• What is safety ?

S – Sound thinking concerning the nature of

Job.
A – Alertness to danger.
F - Factorizing the entire operation into same
sequence.
E - Efficiency in carefully performing the
Work.
T – Thoughtfulness in the welfare of the
Group.
Y - You & your protection at your work.

• Safety Materials :-

i) Safety Belt.
ii) Safety Shoes.
iii) Ear Muf.
iv) Face Shield.
v) Helmet.
vi) Ear Plug.
vii) Safety Glass.
viii) Acid Proof.
ix) Breathing Set.
x) Air Stream Helmet.
xi) Dust & Gas Mask.

6
 CHAPTER :- 2
(Conceptual framework)
PHILOSOPHY OF LABOUR WELFARE.

‘WELFARE’ is a broad concept referring to a state of living of an individual or a

group, in a desirable relationship with the total environment – ecological, economics
and social. Lab our welfare includes both the social and the economic contents of
welfare, social welfare is primarily concerned with the solution of destitution,
poverty, etc. It aims at social development by such means as social legislations, social
reforms, social services, social worker, social action, etc. The objective of economics
welfare is to promote economic development by increasing production and
productivity and through equitable distribution. Lab our welfare is a part of social
welfare, conceptual and being, happiness, satisfaction, conservation, and development
of human resources.

2.1 CONCEPT :-
Labour welfare may be viewed as a total concept, as a social
concept and as a relative concept. The total concept is a desirable state of existence
involving the physical, mental, moral, and emotional well being. These four elements
together constitute the structure of welfare, on which its totally is based. The
SOCIAL CONCEPT of welfare implies that welfare is relative in time and place. It is
a dynamic and flexible concept and hence its meaning and content differ from time to
time, region, industry to industry and country, depending upon the value system, level
of education, social customer, and degree of industrialization and general standard of
the socio-economic development of the people. All these three aspects are inter-
related and work together in a three – dimensional approach.

Labour welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing, housing, medical, assistance,
education, insurance, job security, recreation, etc. such facilities enables the worker
and his family to lead a good work life, family life and social life. Welfare also
operates to neutralize the harmful effects of large scale industrialization and
urbanization.

2.2 DEFINATION :-

The oxford Dictionary defines labour welfare as “efforts to

make life worth living for workmen.”

In the Report 11of the ILO Asia Regional Conference, it has been stated that
worker’s welfare may be understand to mean “such services, facilities and amenities,

7
which may be established outside or in the victim of undertakings, to enable the
persons the persons employed therein to perform their work in healthy and congenial
surroundings and to provide them amenities conductive to good health morale.”

The Labour Investigating Committee (1944-46)

include under labor welfare activities “anything done for the intellectual, physical
moral and economic betterment or the workers, whether by employers, by
government or by other agencies, over and above what is laid down by law or what is
normally expected as part of the contractual benefits for which the workers may
have.”

2.3 SCOPE :-

The scope of labour welfare can be interpreted in different ways by

different nations, with varying stages of economic development, political outlook and
social philosophy. ILO has not observed “the term is one which leads itself to various
interpretations and not always the same significance in different countries. Sometime
the concept is a very wide on and is more or less synonymous with conditions of
work as a whole. It may include not only the minimum standards of hygiene and
safety laid down in general labour legislations, but also such aspects of working life
as social insurance schemes, measures for the protection of women and young
workers, limitations of hours of work, paid vacations, etc. in other case, the physical
working conditions, is mainly concerned with the day to day problems of the workers
and the social relationship at the place of work. In some countries the use of welfare
facilities provided is confined to the worker employed in the undertaking concerned,
while in other the worker’s families are allowed to share in many of the benefits
which are made available.”

In the final analysis, labour welfare services should include all extramural and
intramural welfare work, statutory services and non-statutory welfare facilities
undertaken by the employers, govt. trade unions or voluntary organizations and also
social security measures which contribute to workers, welfare such as industrial
health, insurance, PF, gratuity, maternity, benefits, workmen’s compensations,
retirement benefit, workmen’s compensations, retirement benefits, etc.

2.4 AIMS & OBJECTIVES :-

The aims or objective of welfare activities are :
 Humanization – to enable workers to enjoy a fuller and richer
life.
 Economic – to improve the efficiency of workers.
 Civic – to develop among them a sense of responsibility and
dignity and thus make them worthy citizen of the nation.

8
  To fulfill the future needs and aspirations of labour.
 To reduce labour turnover and absenteeism.
 To create an atmosphere of goodwill between labour and
management and also between management the public.

2.5 FINANCING :-

 The capacity of the economy puts the ultimate limit to the extent
of welfare measures to be provided to the workers or to any other
section of the society.
 It is difficult to specify who bears the costs of welfare services.
Even where employers finance the welfare activities, either
voluntarily or under the requirement of law, nobody can say who
meet ultimate cost, the employers, the consumers or the workers.
The employers do strive to pass on the burden to the consumers by
raising prices or to the workers by delaying wage increases.
 It really difficult to make the employers pay for the welfare
amenities out of their profits. It is the community which pays for the
welfare services and the employer is merely an for collecting the cost
from the community and spending it on the welfare of workers.

2.6 PRINCIPLSE :-

The following are some of the principles to be kept in mind for successful
implementation of welfare program in an organization:

 The labour welfare activities should pervade the entire hierarchy

of an organization. Management should be welfare as oriented at
every level.
 The employers should not bargain labour welfare as a substitute
for wages or monetary incentives. In other words, the workers have a
right to adequate wages in addition to welfare measures.
 There should be proper coordination, harmony and integration of
all labour welfare services in an undertaking.
 The labour welfare work of organization must be
administratively viable and essential development oriented.
 The management should ensure cooperation and active
participation of unions and workers in formulating and implementing
labour welfare programs.

9
  There should be periodical assessment or evaluation of welfare
measures and necessary timely improvement on the basis of
feedback.

CHAPTER :- 3
The Statutory Welfare Facilities Provided By The
Company To Its Employee:

1. CANTEEN :-
Canteen is a place where people can have their meals snacks, tea
or coffee. Its and obligations on the part of the management of CLZS to provided the
canteen facility to its employees as the company provided employment to a large
number of people who on shift basis on day time as well as on night time. It has
sitting capacity for over 100 people. Safety message are displayed on the wall of the
canteen. Canteen runs on the contract basis. The food stuffs are provided subsidies
rates. It offers tea, coffee, breakfast, lunch, and dinner. The rates are as follows :-
Table No.3.1.1.
Items Charges from Subsidy Rates payable
employees (Rs.) to contractor
(Rs.) (Rs.)

Tea (per cup) 0.50 1.23 1.73

Coffee(per cup) 1.00 2.00 3.00
Snacks 0.75 1.15 1.90
Lunch/Dinner 3.00 10.50 13.50
Buttermilk 1.00 1.00 2.00

There are statutory canteen management committees which supervises the canteen
activities. Its responsibilities to supervise the quality of food stuff according to the
prescribed level. It also supervises the cleanliness of the canteen. If there is any
complain, then its looks in the future.
The contractor also gets some facilities from the company. He gets water, and
building free of cost. Water coolers, desert coolers are also provided by the company.
Contractor’s labours also get food stuff at subsidized rates on contractor account. The
furniture in the canteen provided by the company.

2. DISPENSARY :-

10
 There is one dispensary at plant & one at colony. The one at
colony is full fledge hospital with all facility. A dispensary at plant very essential to
cope with any emergencies arising in the plant. Those employees who are ill or not
feeling well can get themselves checked at the dispensary at plant. The colony
hospital is for the employees and their dependent. There is a good stock of services of
a Homeopathic doctor is provided at the colony hospital on every Sunday. There are
three doctors and seven paramedical staff in hospital.

3. TOILETS, DRINKING WATER & HETER FACILITY:

Toilets and drinking water facilities are provided from
place to place in the premises of CLZS. Women employees are given separate toilet
facility.
In summer season, cold water facility is provided. The company
gives the facility of desert coolers and A.C. according to the entitlement of the
employee. During winters, every cabin get a heter to beta the cold atmosphere.

4. REST ROOMS :-
Where working hours is of eight hours or more, the company
should given the facility of some kind of rest room where the employees can refresh
themselves. CLZS also provides rest rooms facility to its employees where bathing
and toilet facility also provided.

5. SITTING FACILITY :-
Those workmen who required to work at standing position
are given the facility of sitting nearby their work place, so that they can sit wherever
they can find free time. It helps them to releare their muscles and their energy.

6. STORING FACILITY :-
The facility for storing cloths is given to the employees of
the company. Lockers are provided in each plant for storing cloths and materials.

7. WELFARE OFFICER :-
There is labour welfare officer who looks the welfare of the
employees of the company.

8. LIVETRIES AND UNIFORMS:-

• UNIFORM :-
The company provided facility of uniform to its employee
as per nature of job. The workers of the organization are provided two uniforms
cloths every year. The executives of the organization are given three uniforms in two
years. The company also gives stitching charges to its employees. The colour of
uniform is different according to the nature of the job .

11
 • WOOLEN COAT / SUITINGS :-
The facility is provided to drivers & guest house staff who
get it once in the three years.

• RAINCOAT :-
The workman gets the raincoat once in four years. The
executive gets the raincoat in five years.
• SHOES :-
Managerial staff and higher executives are given one pair of
leather shoes every year. Other employees are given one pair of shoes in six months .
shoes are by the company to its employees as per nature of job. Mainly shoes are
classified two types :
i. Safety shoes – for technical staff.
ii. Non safety shoes – for non technical.

9. TRANSPORT FACILITY AT SUBSIDISED RATE :-

The company provide transport facility to employees at
subsidized rates. The facilities are :-

• STAFF TRANSPORTS :-
Transport facility is provided to the employees for the
purpose of going to and for the workplace and home. In total, eight buses run for
employee’s transportation in all shifts. Seven buses run between company and smelter
for collecting and dropping of employees. These facilities are given to the employees
at subsidized rates. The workmen is charged Rs.80 and executives is charged Rs.90
per month. The balance is given by the employer.

• The bus facility for the residents of the colony to go to market :-

The buses run between colony and market place for the
residents of township for shopping purpose. It charges Rs.1.00 per person for one trip

• School bus :-
Those wards of employees who live in colony and studies
in other school in city or those who live in city and studies in at HZL are provided
subsidized transport facilities.
3.1 The following table shows the hiring charges and
expenditure of transportation facility borne by the company
for transport facility borne by the company for the welfare
of its employees :- Table No.3.1.2.
Contract Hiring charges per Average expenditure per
vehicles month

12
 Taxi car Rs.17800/- Rs.89000/-
Taxi jeep Rs.8500/- Rs.17180/-
Mini bus Rs.20801/- Rs.20801/-
Buses Rs.13.75 (per k.m.) Rs.479000/-
Ambulance Rs.13886/- Rs.13886/-
Total expenditure 619867.00
per month

The company has to bear the above expenses minus payment

towards these facilities. Car and jeep are the smelters work as and when arises. But if
these facilities are provided then the employees are required to use their own vehicle
at there own expenses. So car and jeep have been included in the transport facility.

• SCHOOL :-
The company runs a CBSE school name HIND ZINC
SCHOOL, which is up to 12th standard for the employee’s children in the colony
itself. Employee’s children as well as children from outside study in this school. The
employee’s children are charged subsidised fees.

All expanses of the school are borne by the company. It includes salary and wages to
the school staff along with housing facility for going to the market. Presently there
are 888 students are studying & 40 teachers are also in the school.

• SCHOLARSHIP :-
There is a scheme of giving scholarship to those employees
children who are outstanding in there respective fields for the purpose of higher
studies. They are given scholarship on merit basis.
• MEDICAL REIMBURSEMENT :-

Those medicines which the employees do not get from the

company hospital and which they have to purchase from outside, the amount paid in
this regard will be reimbursed through proper channel, this is called medical
reimbursement.
The medical charges under the treatment of doctors other than the
company doctor are also reimbursed. The traveling expanses of self with one attended
in case of traveling to other place for the purpose of treatment and tests, it also
reimbursed. The amount of test it also reimbursed.

• GUEST HOUSE :-
A well furnished guest house of having 21 rooms is being
maintained at the colony for the facility of those coming on tour, guests etc. there is
available staff trained in cooking. 24 hours to cater to the guest. The house is
surrounded by spacious lawn.

• HOUSING FACILITY :-

13
 The employees of the company are provided housing facility.
Subsidized houses rent and electricity is charges whereas water is free of charge. The
colony is situated in a surround fall of natural habitat.
• QUARTERS :-
Four types of quarters are provided. These are A,B,C & D.
These quarters are given to the employees according to their grade and post. Quarters
B has more facility then A type quarters and like wise goes the hierarchy.
There is house allotment committee which takes care of the
allotment of the quarters. The representative of both management and union are there
in the committee.
The quarters are provided to the employees at subsidized rates.
Only a small amount of House Rate Recovery (HRR) is charged from the employees.
The amount of HRR is as given below :
Table No.3.1.3.
Category of Type of quarter HRR charged
employee

A) Workmen i. A-type 3% of basic pay minus

Rs.2000 or maximum Rs.85/-

3% of basic pay minus

ii. B-type Rs.2000 or maximum
Rs.105/-

Rs.115/-
B) Executive B-type Rs.155/-
C-type Rs.345/-
D-type

For transit accommodations, HRR is charged @ 50% of entitled

accommodation charges. In addition Rs.5/- for Garage and Rs.10/- for servant
quarters is charged wherever provided. The remaining amount is not charged from the
employee.

• SHOPING COMPLEX :-
There is a shopping colony, in which there is a cooperative
society and some other shops which cater to the necessities of the members of the
colony. There is also a gas agency which is being functioned through co-operative.
There is a flour mill, a telephone boot, a pressing centre and a general stores, and a
bakery stores.

• ENRERTAINMENT FACILITY :-
For the entertainment of the employees the company provided
some facility for entertainment to the employees. These facilities are :

14
  Community center and executive club :-
The facility of community centre and executive club is
provided to the employees for their recreation and sporting activities. The facilities
are provided at free of cost. But the employees have to pay membership fees of
Rs30/- to became the member of executive club per month. Management too
contributes some amount towards the same.

• CABLE FACILITY :-
For the entertainment of the employees residing in the colony,
the cable facility is provided at subsidized rates. There is a committee who decides
the channels shown and rates charges from employees.

• WATER AND ELECTRICITY FACILITY :-

In colony, the employees are given water at free of cost and
the electricity is provided at subsidized rates. The electricity charges for the particular
unit of electricity are given as below :

 Current electricity charges :-

Table No.3.1.4.

Type of quarter Limit & charges

A-type 70 units Rs.1.10 & above it Rs.2.73 per unit.

70 units Rs.1010 per unit & above 90 units

B-type Rs.2.73 per unit.

160 units Rs.1.10 per unit & above it Rs.2.73

C-type per unit.

190 units Rs.1.10 per unit & above it Rs.2.73

D-type per unit.

The extra amount on the electricity bill is paid by the company.

• AMBULANCE ROOM :-
There is an ambulance room near to the dispensary inside the
plant. There are two ambulances in the plant round the clock. One ambulance is sent
outside the plant on emergency calls.

• SEWING FACILITY :-

15
 Sewing classes are conducted in the colony for the women
residing in the colony. These classes are conducted periodically. The expenditure is
borne by welfare fund.

3.2 SOCIAL WELFARE CONDUCTED BY THE

COMPANY :-
CLZS undertakes social welfare for the benefits of the society.
Company is conducting medical camp regularly in which medicines are given for
cattle health care. In the village Nagri adjoining the factory premises potable water is
being provided. The employees and management of CLZS has always been
generously contributing wherever any natural calamity such as Earthquake, Food
causes destruction in any part of the country. A causeway is under construction on the
river Berach for the welfare of nearby villages which with financial implications
around Rs.25.00 lacs.

3.3 ALLOWANCES PROVIDED BY CLZS FOR THE

WELFARE OF ITS EMPLOYEES :-

A part from the statutory welfare facilities that CLZS provided

to its employees, there are various other measures which are undertaken for the
welfare of the employees. These other measures which like social security etc.
Allowances are given by CLZS to its employees for their welfare as
it improves their standard of living. It satisfies the day-to-day requirements of the
employees as per they do not have to spend from their pocket. These allowances are
as follows :

 Housing Rent Allowances (HRA) :-

HRA is given to those employees who do not avail facility of
quarters of the company and living at other places.
As the rent at different places are different, so the house rent
allowances too is different places. The following table shows the criteria according to
which HRA is given to the employees of HZL at various places.

Table No.3.3.1.

Class of Name of city % of basic pay

city Executive Workmen

A–1 Delhi, Mumbai,

kolkata. 30 % 30%
Bangalore, Hyderabad,
A-1, B-1, B-2 Ahmedabad,
Jaipur, 15% 15%

16
 Visakhapatanam.
C Bhuneshwar, Ajmer,
Chittorgarh. 7.5% 15%-
Udaipur. Rs.1200/-
C
- 15% 15%-
Unclassified Rs.1200/-
cities 5% 7.5%-
Rs.1200/-

 CONVEYANCE ALOWANCE TO BLIND &

ORTHOPAEDICALLY HANDICAPPED EMPLOYEES :-

The blind & orthopaedically handicapped employees are being

granted conveyance allowance at the rate of 5% of basic pay subject to a maximum of
Rs.100. Those handicapped persons who have a minimum of 40% permanent/partial
disability of both upper and lower limbs together. Those who have vehicle and avail
RLTE facility can not avail the conveyance allowances. For the purpose of estimation
of disability, the standards as contained in the manual for orthopaedic surgeons in
evaluating permanent physical impairment brought out by the Americal academy of
orthopaedic surgeons and published on their behalf by article limbs manufacturing
corporation of India shall apply.

3.4 TRAVELING ALLOWANCES (TA) :-

People on tour get the travel allowances from the company.
Travel allowances are given according to the basic pay criteria as follows :

1) Those drawing pay of Rs.5610/- will get facility of 1st class or 2nd AC railway
compartment, they are entitled to travel by Air, or they can travel by Sea in its
highest class. If travel by road then actual taxi fare.
2) Those drawing salary of less then Rs.5610/- are entitled to go by 2nd class of
railway or highest or middle class by Sea and they are not entitled t5o travel by
Air.
3) Those in the post of E-6 and above is entitled to travel is AC of Railways, avail
the facility of traveling by Air not during tour but also during LTC or highest
class by Sea and if travel by Road then actual taxi far.

While on tour, the employees will be given monetary

assistance for boarding and lodging in a hotel in that city according to the
classification of principal city or other city. They would be give these facilities up to a
limit, which is fixed according to the salary grade. This is admission for revision. DA
is admissible according to the provision.

17
 In case of transfer, the company would provide the facility of transit
or reimburse the actual amount incurred in transferring one’s goods from the old
posting to new posting.

3.5 NON – PRACTISING ALLOWANCE :-

This allowance is given to the doctors of the company
hospital/dispensary for not practicing their profession in private. The following table
shows the amount given under this scheme according to the grade of the doctor.

The below table also shows the allowance for taking higher studies
and shows the amount given for taking a PG Degree & a Diploma.

Table No.3.5.1.
Grade Amount Degree Diploma

E-1 Rs.1880/-
E-2 Rs.2275/- Rs.750/- Rs.350/-
E-3 Rs.2535/-
E-4 & above Rs.3000/-

3.6 MISC. ALLOWANCES :-

The below table shows in various other allowances & the
amount admissible under these allowance & those who are entitled for such
allowance.
Table No.3.6.1.
Type of shift Amount Remark
allowance rate

Night shift 16 For those who works in C-shift.

Allowances Those entitle to uniforms.
2.Washing 100
Allowance For those not allotted housing
3.Compensatory 180 accommodations by the company in
colonies & residing in non-
municipal areas.
For those residing in company’s
quarters or in municipal area.
4.Transport 100
Allowance

3.7 LAON & ADVANCES PROVIDED BY THE

COMAPY:

18
 Loan and advances are given for those activities which are essential
to be performed and requires a large sum of amount and which can not be done
without any such monetary assistance. Thus, by granting various loans & advances
the company helps it employees to fulfill their responsibilities. So, granting of loans
and advances comes under the scope of welfare activities. The following loans and
advances are given by the company to its employees.
a) Advances from CPF :-
Advances from CPF can be taken in case of his/her own
marriage of children or sister’s/brother’s marriage, on serious medical ground like
serious surgical operations, treatment of TB, leprosy, paralysis, cancer, mental
derangement, heart ailment etc. to meet the cost of higher education of child
department on him for purchase of house/plot/construct a house etc.
The extend of withdrawal from CPF for each of the causes
mentioned above is different and the maximum equal monthly installment for
repayment for each causes is different and is clearly defined in the law.

b) House building loan (HBL) :-

House building loan are provided for the following reasons.
These reasons are applicable for both workers and executives. The reasons are as
follows:
1. Purchase of land construction of house thereon in municipal area.
2. Construction of house on plot already owned in municipal area/ non-
municipal area.
3. Purpose of ready built houses/flat under self financing scheme from govt.
agency.
4. Out right purchase of ready built house from any other party/society.
5. Repayment of load, taken from nationalized banks/Govt. financial institutions
for construction or purchase of house.

c) HBL for workmen :-

When a worker fills the form of HBL and submits it to the personnel
& administration department, the department allots the worker marks according to the
date of joining. The department would make preliminary screening and send it to
head office. The head office would send back its recommendations and after the
worker would submit the necessary documents, he would be allotted the HBL loans.
The HBL loans are introduced in the company every and 3% of total strength of
workmen according to the seniority are sanctioned the loan every year.
If the worker purchases the constructed house then the money would
be paid. If the workers construct the house, then the loan will be allotted to him in
three portions. First portion would be given when the foundation has been completed.
The last portion would be given when the roof has been constructed. The total loan
amount sanctioned for workmen is Rs.2,50,000/- the amount is to be repaid in 240
equal monthly installment. This loan is not interest free. The following table shows
the interest rate for workmen:

Table No.3.7.1.

19
 Slab Interest amount

Upto Rs.70,000/- 6.5%

Rs.70,000/- to 1,00,000/- 8%
Exceeding Rs.1,00,000/- Rate notified by Govt of India (0.5%
rebate on HBL on family planning)
8%
Rs.1,00,000/- to 1,50,000/- 10%
Rs.1,50,000/- to 2,50,000/-

d) HBL for executives :-

After the application has been received, they are sent to head
office from where the order comes in regard to sanctioning of loan to such persons in
accordance with their seniority. The maximum number of persons to be sanctioned
loan every year is not fixed.

If the executives purchases the built up house then the money

would be paid. If the executive construction the house, then the loan will be allotted
to him in three portions. First portion would be given when the loan has been
sanctioned. The second portion would be given when the foundation has been
completed. The last portion would be give when the roof has been constructed. The
total loan amount sanctioned for executive is as follows :

Table No.3.7.2.

Level Total amount of loan

E0-E2 Rs.3,00,000/-

E3-E5 Rs.3,50,000/-

E6 & above Rs.4,00,000/-

• 3.8 MISC. ADVANCES ADMISSIBLE TO EMPLOYEES :-

Table No.3.8.1.

Type of advances Max. amount Max. number of

admissible installment for
recovery

20
 1. Bicycle advance. Rs.1500/- 12
Scooter/moped/motorcycle Rs.25000/- 48
Motorcar advances. Rs.1,50,000/- 80
Transfer advances. One month basic pay 3
Likely expanses of
Tour advances. tour adjustment through
bills

Festival advances. Rs.3500/-

Workmen 10
ii. Executive Rs. 6000/-
• E0-E3 Rs. 8000/- 10
10
• E4-E7
80% of fare
through final bill
7. LTC advances.
one month basic pay 3
Rs.5000/-
8. Advances under special
through medical bill
circumstances.
9. Medical advances for
employees who meet with
serious accidents.

• CLASSIFICAION OF INTEREST BEARTING ADVANCES

& FREE ADVANCES :-

Table No.3.8.2.

Interest bearing advances Interest free advances

1. Bicycle advances 1. Transfer advances
Scooter/moped/motor cycle 2. Tour advances
Motorcar advances 3. Festival advances
HBL 4. LTC advances
5. Advances under
special circumstances
6. Medical advances
7. Advance from CPF

3.9 OTHER FECILITIES ARE :-

 LEAVE ENCASEMENT :-
Leave encasement facility is provided to the employees for
those numbers of leaves which have not been availed.

21
FOR EXECUTIVES:
An employee will be allowed to encase once in two years
calendar year his earned leaves or privilege leave due provided such encasement shall
not exceed 50% of the total earned such leave due. The cash value of the leave
payable to the employees on encasement will be the basic pay, adhoc, dearness
allowance and underground allowance.
Earned leave or privilege leave as may be due or remaining unveiled
on the date of superannuation/ compulsory retirement, subject to a maximum limit of
300 days, shall be encashed & refusal of privilege leave shall not be pre-requisites
for encashment.

FOR WORKMEN :
All workmen shall be allowed encashment of privilege (earned)
leave in excess of minimum leave prescribed under the under the factories/mines. Act
or any other labour low governing the grant of leave encasement will be allowed once
in two calendar years. Provided the leave encashed shall not exceed 50% of the total
privilege (earned) leave due only the basic pay, dearness allowance of a workman
shall be taken into account for calculating the cash value of leave.
If the service of workmen is terminated or if he is discharged, he
shall be paid for the privilege (earned) leave to his credit including for the incomplete
year to be calculated on pro-rata basis subject to a maximum, limit of 270 days.

 LEAVE TRAVEL CONCESSION :-

Employees entitled are –

i. Those permanent workers who have completed one year.
ii. Those temporary employees who are employees who are likely to
continue for 2 year in company and after having rendered one year’s
continuous service.
If their tenure is more than or equal to 4 years they are entitled to avail
the facility of 4 year LTC block, for going to anywhere in India.

• TIME PERIOD :-
i. The LTC admissible once in a period of two calendar
years for visiting home town, and the employees and his development
family members (max. 4 tickets) can go to any place in India once in a
block of four years.
ii. For all India tour the time period is four years block.

• LTC ENCASHMENT :-
Employees who want to encash LTC facility are given option
to entire 4 years block. In such case encashment amount @ Rs.5000/- per tear is paid,
in each year of 4 years block.

22
• DISTANCE COVERED :-
i. Home Town :- Upto Home Town there is no restriction on the
distance. The employees can also go upto 750 km in line of Home
Town.
ii. All India tour :- Any other place in India .

• Family who are entitled along with the employees to travel

:-
i. Employee’s wife or husband, as the case may be.
ii. Legitimate children including step children (excluding married daughter &
employed children.
iii. Parents of employee residing with him and whose income per month do not
exceed Rs.500/-.
iv. Brother/sister not considered as dependents of the employee.
v. Both husband and wife employee of the company, concession admissible to
one of the two.

• Classification for the purpose of determining the

class of travel under traveling allowances rules are :-
- Pay of Rs.5610/- and above; I class or II class AC.
- Less than Rs.5610/-; II class .
- Employees of grade I only shall be entitled
to travel by Air/ACC/Highest class or sea & river at their discretion.

• Furnishing of tickets to
management for confirmation of the travel actually been undertaken :-
At least one ticket has to be furnished by the employee to
confirm the travel actually been undertaken or cash receipt should be produced
which is essential.

• Grant of advances :-
The amount of advance in case will be limited to four fifth
(4/5) of the estimated amount which company would have to reimburse in respect of
the cost of the journey both ways to the home town or 750 km. in lieu there for
destination (in case of 4 year block LTC) and back. The advances if taken one moth
earlier to the project leave than only 50% is given and the remaining 30% is given
just before commencement of the journey.

• RLTE (Reimbursement of Local Traveling Expenses) :-

The employee of the copany maintaining a conveyance and using it
for official journey shall be entitled to the RLTE at the following rate:

Table No. 3.9.1

Post Type of vehicle Reimbursement

I. Car Rs.2000/- p.m.

23
 E3 & above II. Scooter/motor cycle Rs.820/- p.m.
I. Scooter/motor cycle Rs.820/- p.m.
E0 to E2 II. Moped Rs.475/- p.m.
I. Scooter/motor bike Rs.725/- p.m.
Workmen II. Moped Rs.450/- p.m.

Employees who avail RLTE facility shall not be entitled to use

company transport for official journeys and not other traveling allowances i.e. daily
allowances or mileage allowance will be admissible for journeys upto 5 km for
scooter and 10 km for car from the usual place of work.

Chapter:- 4

RESERCH METHODOLOGY.

A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to research purpose with economy in
procedure. In fact research design is the conceptual structure with in research
constitutes the blue print for the collection, measurement and analysis of data.
The research design which I used , was though convince basis . It was non-
probability-sampling technique.

4.1 DATA COLLECTION

Other researchers did data collection with a review of previous research in

this. There are basically two method of collection of data.

 Primary Data Collection.

 Secondary Data Collection.

Secondary data.

Published data are secondary data . I took some information by the book
published by HZL about the welfare activities of HZL.

(Name of books)

1) Standing orders.
2) Factory act.

24
 3) ESI act, P.F. act.

Primary Data

In this research project primary data in the employees of HZL . There are
of three grades .

1. Top level.
2. Middle level.
3. Lower level.

The sample size is taken of 30 employees. The responses of employee were

collected through questionnaire . In this I took 20 Questions.
The analysis was both theoretical & stastiscal graphical representations were
considered.

Type of research – Analytical research

In Analytical research, on the researcher has to use facts or information already
available, & analyze these to make a critical evaluation of the material. In my project
I am using analytical research the company has given me

Sample size- sample size taken is 100 persons.

4.1.1 OBJECTIVE OF RESEARCH.

The objective of research is following:-

1. The study of the present procedure related to employees welfare in

HZL.
2.To know the responses of workers related to welfare.

4.2 HR DEPARTMENT IN CLZS:-

TIME OFFICE
The main functions of this department are as:-

 Maintaining attendance record.

 Maintaining leave record.
 Maintaining over time wages record for workers & executives.
 Making salary for the staff and workers.

25
  According to CLZS, minimum wages are as
follows:

Table No. 4.2.1.

Category Wages/day

Unskilled Rs. 73/-

Semi skilled Rs. 77/-

Skilled Rs. 81/-

 Category & pay scale of Executives are as follows:

Category Designation Pay scale (Rs)

E0 Junior engineer/junior officer 7400-200-12200

E1 Engineer/officer 10750-300-16750
E2 Senior engineer/senior officer 13000-350-18250
E3 Manager 14500-350-18700
E4 Senior Manager 17500-400-22300
E5 Chief Manager 18000-450-23100
E6 Deputy general Manager 18500-450-23900
E7 General Manager 19500-475-25200
E8 Additional Executive Director 20500-500-26500
E9 Executive Director 27500-600-28500

Table No.4.2.2.

 There are three shifts and one general shift, the time
schedule is as follows:

26
 Shift Timings

Gen 8.00AM to 4.30PM

A 6.00AM to 2.00PM
B 2.00PM to 10.00PM
C 10.00PM to 6.00AM

Table No. 4.2.3.

 Category & pay scale of workers as follows:

Category Designation Pay scale (Rs.)

C-I Workers 4200-80-5800

C-II Helper 4400-90-6200
C-III Sr. Helper 4600-100-6600
C-IV Operators 4800-110-7000
C-IV-A Operators 4950-118-7310
C-V Operators 5100-125-7600
C-VI Operators 5400-160-8950
C-VII Chargemen 5750-180-9800
C-VIII Sr. Chargemen 6200-180-9800
C-IX Asst. foremen 6700-198-10660
C-IX-S Foremen 7400-200-12200

Table No.4.2.4.

 DA rate for both workers and executives = 51.20% as 01/04/2005

4.3 Worker’s / Executive’s Establishment

27
 Workers and executives have following documents at the timing of establishment.
This all documents are kept in personal file. These are as:

• Appointment certificate.

• Physical certificate.

• Cast certificate.

• Qualification certificate.

ii. X mark sheet & its certificate.

iii. XII mark sheet &its certificate.
iv. Graduation mark sheet & its certificate.
v. Other qualifications mark sheet & its certificate as Diploma etc.

• Personal data form.

• Declaration of family members; for future requirements as loan , medical etc.

• Self – declaration of father / mother ; whom (father/mother) having less then

Rs.500/-

• Joining orders ; it has following contents as

i. Name, father name, date of birth, date of

Joining.
ii. Home state, religion, designation of job, pay
scale.
iii. Details of salary etc.

• Form “F” under Gratuity Act 1972.

• Form 2 under Employee Family Pension Scheme Act 1971.

• P.F. form: employees contributory provident fund members declaration &

nominative form.

• Attestation from by collector.

28
 • Office order.

• Form “G” under Gratuity Act 1972; it is filled when nominative is changed for
gratuity.

• RLTE form.

• Accident form.

• Application form.

• Promotion form etc.

4.4 Contract Labour Cell

Contract labour cell has following aspects:

 Before entering in the Gate, contractor should submit ESI form, their PF A/C
proof.
 For entering state lobour, they have to submit certificate in which they have to
mention from how long this labour is staying in the Rajasthan.
 Contractor has to submit Character & Antecedents in connection with their
conduct.
 Contractor should submit medical certificate in the prescribed form of this labour
within a week.
 In case where the contractor labour is 20 or more the contractor is required to
obtain license authority. On application of the contractor a certificate in form-V is
given to the contractor for the purpose.

• GATE PASES:-

• After submitting ESI, PF & above mentioned documents,

contractor should get photo passes of each contract labour.
• The contract labour should keep either Gate Pass with him during
the work or whenever they are asked to produce; they should produce

29
 to the competent authority. In the absence of valid Gate passes, the
action will be taken against the contract labour.
• Maximum 2 months gate pass is given.

• LABOUR PAYMENT :-

• Every contractor should make the labour payment on or before 7th

of each month in the presence of the authorized representative.
• Every contractor has to deposit ESI before 17th every month &
copy of the receipt may be submitted to the time office.
• They have to deduct PF every month & copy of Challan with
individual contract labour & action & action may be submitted to
personal department.
• Whenever, the contractor appoints new contract labour, and then
they have to produce the PF No. of contract labour within one month to
P&A department.
• While making the payment they should submit photo copy of the
attendance register to the personal department. After making the
payment, they have to give the copy of payment register also.
• Whenever they remove the contract labour, they should make full
payment to the labour in presence of authorized representative.
• The contractor should also issue the PF settlement form to the
contract labour at the earliest.
• When the contract period expires, all the contractors should make
fringe benefit also.
• All the contractors should make the Bonus payment as per rule.

Administration

Under administration in CLZS following work is done:

 To provide all stationary & printing materials.

 To give daily duty schedules to drivers.
 To arrange of vehicles like jeep, buses etc.
 Dispose.

30
  To provide adequate furniture.
 To take licenses adjustment at the time of accidents.
 Misc. contract as photography, repairing of furniture etc.
 To keep public relation.
 To provide guest house.
 Allotment of quarters.

 Leave entitlement:

Table No.4.4.1.
Type of leave Workmen Executive

31
 28(accum.270) 30(accum.300)
Privilege leave (P.L.)
10(accum.120) 14(accum.168)
Sick leave (S .L.)
08 14
Casual leave (C.L.)
02 02
Operational holiday
full period of unfitness. full period of unfitness.
Special disability leave
12 weeks 12 weeks
15 day for every 15 day for every
Maternity leave
completed year of completed year of service.
Half pay leave in case of
service. -
TB/Cancer/Leprosy
6 months 03/06 months
12 days
Advance half pay leave
21 days
Extra ordinary leave/WP
30 days
Quarantine leave
06 days
Special casual leave
06 days 14 days
i. Vasectomy
14 days 17 days
ii. Tubectomy
17 days
iii. To employee
whose wife undergoes
Tubectom
01 days
iv. IUD insertion
01 days as per requirement
Special leave
as per requirement

The other legislative provisions regarding the welfare:

4.5 SOCIAL SECURITY PROVIDED BY CONPANY TO

ITS EMPLOYEES:-

Social security provided by the company is the welfare activity undertaken for the
welfare of its employees, like security of their life, providing pension after retirement,
giving retirement benefits, death benefit, and benefit in case of disablement of the
person employed in the company. These benefits secure their life against retirement,
old age, disablement and also support their nominee in case of death of the welfare of
its employee and helps them when they need the help at most. The company provides
the social security to its employees :

 GRATUITY:-
Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less than 5 years-

32
 a) On his superannuating, or
b) On his retirement or resignation, or
c) On his death or disablement due to accident or disease.

Provided that the completion of continuous service of 5 years shall not be

necessary where the termination of the employment of any employee is due to the
death or disablement.

• Calculation of gratuity:-
Monthly wages last drawn 15/26 no. of completed
years of service. But the amount is limited to Rs.3,50,000/- exceeding which no
amount gratuity shall be paid.

 PROVIDENT FUND:-
PF is called “HINDUSTAN ZINC LIMITED
EMPLOYEES CONTRIBUTORY PROVIDENT FUND RULES.” The rules
came in force 10.01.1996. The contribution to CPF by employee and the company is
as follow:

Contribution by Employer- 12% of the basic pay of the employee including

Dearness Allowance shall go into provident fund.

Contribution by Employee:- the employer contributes 12% out of which 8.33 max
of Rs.6500 taken as base goes to the pension scheme of the employee and the
remaining goes the CPF of the employee.

In this way both employee as well as the employer contribution towards the CPF. It is
compulsory to maintain by the employer.

There is a separate trust for CPF, which is managed and controlled by a board of
trustees. The broad of trustees shall consist of equal numbers of representatives of the
fund. The trust gives various advances or loans to the employees.

The money belonging to the fund shall be deposited in the Reserve Bank of India or
in SBI or in such other Nationalized Scheduled Bank as may be approved by the
Central Govt. from time to time.

At the end of each year interest shall be credited to the individual account of the
members. In the event of death, the amount in the account of PF will be paid to his
nominee. At the time of retirement, the whole amount including the interest in the
CPF up to the date of retirement will be payable to the employee.
A particular amount can be withdrawn from the CPF by the occasion of marriage of
self, marriage of son/daughter, marriage of brother/sister for Mundan

33
Ceremony, purchase of plot or purchase of house. But ththere is a particulars limit
up to which the employee can withdraw from the CPF on the event of the above
occasion like 80% of the self contribution to CPF in case of purchase house or plot,
50% of the self contribution to CPF in case of marriage of his brother/sister. Some of
these withdrawals are refundable and some non-refundable.

 EMPLOYEE PENSION SCHEME:-

To avail the benefits of
pension scheme, an employee should have a minimum of 10 years membership in
providing fund trust. Out of the employers 12% contribution towards the CPE of the
employee, 8.33%of Rs.6500/- which is the base taken for this calculation. If the
employers contribution exceeds Rs.541/- then that excess amount will go to CPF of
the employee concerned.

The employees will get pension in his retirement and also in case of his death. In case
of his death, the amount will be given to his nominees. The payable after retirement
or death would be fixed and in no case shall it exceed Rs.3250/- i.e. 50% of Rs.6500
per month. If the service of employee is less than 10 years than lump sum amount is
paid.

 DEPOSIT LINKED INSURANCE SCHEME :-

All those who are the member of
CPF will be covered under Employee Deposit Linked Insurance Scheme. The
employer i.e. HZL contributes a percentage towards the EDLI every month. In case of
death, the worker/executives nominee will get Rs.6200/- in lump sum. The employees
have no contribution towards this insurance scheme and is payable only in case of
death.

 GROUP INSURANCE SCHEME :-

This scheme is only for

executives. Every executive have to contribute Rs.27 per month towards this scheme.
And in case of death, Rs.2,00,000/- will be given to the executives family. But in case
of no death event then nothing will be given to the employee. In case of retirement
the employer will be contribute towards this scheme.

 RETIREMENT BENEFITS :-

The retirement age is 58 years.

The following benefits are given to the employee in case of retirement:

• Salary/ wages up to the last day of work .

34
 • Facilities of leave encasement is given to the employee.

• Facilities of leaves given.

• Retirement Traveling Allowances :- Actual fare of the class to which

the retired employee is entitled from the place of duty to home town or
the place where he intends to settle anyway in India whichever is less for
self and dependent.

• Cost of transportation of personal effect.

• Disturbance Allowance: - Minimum one month’s basic pay and

maximum Rs.14,250 whichever is less, is payable to the employee who
retires.

• CPF :- Total amount of gratuity shall be payable.

• Gratuity :- The amount of gratuity shall be payable.

• Bonous: - Bonous for the accounting year of retirement as & when it

becomes due.

• Pension: - Pension shall be payable to the nominee as per rule.

• Medical Treatment: - The employees and his family (his department)

are entitled to hospital facility of the company and the medicines
available in the hospital are provided to them at free of cast. But the
medical bills are not reimbursed, i.e. the medical reimbursement facility
is not given.

• Retention of Company’s quarters :- If the employees who is being

retired requests, the company will allow the employee to occupy the
quarters for next 2 months.

 DEATH BENEFIT (FOR WORKMEN) :-

The following claims / benefits
are admissible to an employee’s nominee in case of death of the employee while in
service:

35
• SALARY/WAGES :- Upto the last day of work.

• LEAVE ENCASHMENT :- Full leave encashment subject to

maximum limit provide in the leave rule for accumulation of privilege
leave.

• TRAVEL ALLOWANCES :- Actual cost of the class to which the

decreased employee is entitled from the place of duty to the home town
or the new place where the dependent members of family intend to settle
anywhere in India whichever is less on the same term as for serving
employees on transfer. This should be available within 6 months of the
death of the employee.

• CPF :- Total amount in the employee’s account in CPF along with

intrest therein.

• COST OF TRANSPORTATION OF PERSONAL EFFECT :- The

cost of transportation of personal effect and transportation charges of the
conveyance shall be admissible to the family of the employee who dies
while in service as per rules of the TA.

• DISTURBANCE ALLOWANCES :- The family of the

deceased employee will be eligible for disturbance allowances which
shall be one month’s pay subject to maximum of Rs.14250/- and min. of
Rs.6000/-.

• GRATUITY :- According to the gratuity rules.

• BONUS :- Bonus for the accounting year in which the employee died,
shall be payable to his nominee’s and when it becomes due.

• PENSION :- Pension shall be payable to the nominee as per rule .

• DEPOSIT LINKED INSURANCE SCHEME :- Rs.62000/- payable

under EDLI scheme.

• DEATH BENEFIT SCHEME :- Applicable to workmen w.e.f.

1.1.2001. For this purpose workmen will contribute Rs.8 per month.

Age Benefit

Upto 40 years of age Rs.1,30,000/-

Above 40 years and below 45 Rs.1,10,000/-
Between -45-50 years Rs.90,000/-

36
 Between -50-retirement age Rs.70,000/-

• If death occurs as a result of accident arising out of and in course of

employment, amount of compensation payable under workmen’s
compensation act in case of workmen shall be paid.

• Retention of quarters :- 3 month or till the date of academic session of

his school going children whichever is later.

 DISCHARGE ON ACCOUNT OF
DISABLEMENT :-

The following claims / benefits

are admissible to an employee in case of his discharge due to disablement. :

• SALARY/WAGES :- Upto the last day of work.

• LEAVE ENCASHMENT :- Full leave encashment subject to

maximum limit provide in the leave rule for accumulation of privilege
leave.

• TRAVEL ALLOWANCES :- Actual fare of the class to which the

employee was entitled from the place of duty to the home town or the
new place where he intend to settle anywhere in India whichever is less
on the same term as for serving employees on transfer. CPF :- Total
amount in the employee’s account in CPF along with intrest therein.

• COST OF TRANSPORTATION OF PERSONAL EFFECT :- The

cost of transportation of personal effect and transportation charges of the
conveyance shall be advisible to him as per rules of the TA.

• DISTURBANCE ALLOWANCES :- Minimum one month’s

basic pay and maximum Rs.14250 whichever is less is payable to the
employee who is discharged due to disablement.

• GRATUITY :- The amount of gratuity shall be payable.

• BONUS :- For the accounting year of discharge as and when it becomes

due.

37
 • PENSION :- Pension shall be payable to the nominee as per rule .

• RETENTION OF QUARTERS :- 3 months or till the children

whichever is later.

• MEDICAL TREATMENT :- For the treatment of the employee for

the disablement.

 ANNUAL LEAVE WITH WAGES :-

Every worker who has worked for period of

240 days or more in a factory during a calendar year shall be allowed during the
subsequent calendar year, leave with wages for a number of days calculated at the
rate of –
If an adult, one day for every 20 days of work
performed by him during the previous calendar year.
The company gives leave with
upto a certain number in a calendar year. The executives get 30-privilege leave,
which is the other name of annual leave with wages. The company also gives sick
leave, casual leave, special leave along with annual leave with wages to its
employee.

 MATERNITY BENEFITS :-

The company provides certain maternity

benefits to its women employees such as maternity leave of 12 weeks. The wages
during that period are also paid to the employee.

CHAPTER :- 5

DATA ANALYSIS
(Questionnaire Worker)

38
 A. Personal Information:

Name ……………………………Ecode No………………

b) Age
………………………………………………………..
c) Caste / Religion ……………
Mstatus…………………….
d) Children: Son ………………
Daughter…………………..
e) Others
…………………………………………………….

At the time of joining At present

Education
Department
Post
Grade
Monthly salary

B. Other Information:

1 Is there welfare officer appointed in your plant?

Yes ( 55 ) No (20 ) don’t know ( 15 )

Welfare officer appointed

15

Yes
No
20
Don't know
55

Fig5.1
From the above information it has been seen that ,55 persons told welfare
officer appointed , 20 says no.,& 15 persons says that they don’t know.

39
 2. If yes than are you satisfied with their work?
Yes (60 ) No. ( 40 )

Satisfaction with work

70
60
No of persons

50
40 Fig5.2
30
20
10
0 From the above
Yes No
Answers
bar graph it has been
concluded that 60
persons are satisfied
with the work of
officers appointed in plant and 40 says they are not satisfied

3. Are you covered under ESI?

Yes (70 ) No ( 30 )

Covered under ESI

80
70
60
No of persons

50
40
30
20
10
0
Yes No
Answers

Fig 5.3

Out of data size 100, 70 persons says that they are covered under
employ scheme of insurance and 30 told that they are not cover under any
such scheme

40
4. What does the firm do for improving your living standards?
……………………………………………………………..

5. Are you satisfied with the welfare local tiles given by the firm? Give your
Suggestion?
…………………………………………………………..

6. Are you satisfaction with health officer’s service?

Yes ( 60 ) No ( 40 )

Health Officer’s Services

S atisfaction w ith health officer's

service
70
60
50
No of persons

40
30
20
10
0
Yes No
Answ e rs

fig 5.4

From the above bar graph it has been concluded that 60

persons are satisfied with the health officers service and 40 says they are
not satisfied

7. Give your suggestion for improving health facilities.

……………………………………………………………

8. Is their safety officer appointed in your plant?

Yes (55 ) No ( 20 ) Don’t know ( 15 )

41
 Safety officer appointed

15

Yes
No
20
Don't know
55

Fig 5.5

From the above information it has been seen that ,55 persons told safety
officer appointed , 30 says no.,& 15 persons says that they don’t know.

9. Is there safety committee established in you plant?

Yes ( 40 ) No ( 25 ) Don’t know ( 15 )

S a fe ty c o m m itte e e s ta b lis h e d

45
40
35
30
No. of persons

25
20
15
10
5
0
Y es No D on't k no w
A n sw e rs

Fig 5.6

When it was asked to the sample size of 100 persons that Is there safety
committee established in you plant? 40 persons answer is yes, 25 says no.
and 15 told that they don’t know about such committee.

10. Are you given the training relating to safety?

Yes ( 60 ) No ( 40 )

42
 Traning related to safety

70
60

No of persons
50
40
30
20
10
0
Yes No
Answers

Fig 5.7

From the above bar graph it has been concluded that 60 persons
are given training related to safety in plant and 40 says they are not given
any such training.

11. Do you be aware of safety during the work?

Yes ( 70 ) No ( 30 )

Aware of safety during work

80
70
60
No of persons

50
40
30
20
10
0
Yes No
Answ ers

Fig 5.8

Out of data size 100, 70 persons says that they are aware of
safety during the work of insurance and 30 told that they are not aware of any
such scheme
12. Which leave are you given?
PL ( 55 ) Leave Medical (20 ) CL ( 15 )

43
 Leaves given

15

PL
Medical leave
20
CL
55

Fig 5.9

From the above information it has been seen that ,55 persons told
that they are given PL , 20 says they are given medical leave & 15 persons
says that they are given CL.

13.. Are you satisfied with the rest hours given during every shift?

Yes ( 60 ) No ( 40 )

Satisfaction with the rest hours

70
60
No of persons

50
40
30
20
10
0
Yes No
Ans w ers

Fig 5.10

From the above bar graph it has been concluded that 60 persons
are satisfied with the rest hours given during every shift in plant and 40
says they are not satisfied

14. Other information which you want to give?

…………………………………………………..

44
 CHAPTER :- 6

FINDINGS & IMPLEMENTATION

According to welfare acts many facilities are given to the
employees of HZL. Which are following:

1. Canteen facilities.
2. Dispensary.
3. Toilets, Drinking Water & Heater facility.
4. Rest room.
5. Sitting facilities.
6. Storing facility.
7. Welfare officers.
8. Liveries and uniform.
9. Staffs transport.
10. The bus facility for the colony to go to market.
11. School Bus.
12. Scholarship.
13. Medical Reimbursement.
14. Guest House.
15. Housing facilities.
16. Quarters.
17. Shopping Complex.
18. Entertainment facilities.
19. Community center and executive club.
20. Cable facilities.
21. Ambulance Room.
22. Sewing facilities.

45
Social welfare constructed by the company:

 Allowances provided by CLZS for the welfare of its employee.

 Housing rent allowance.
 Conveyance allowance to blind and orthopaedically, handicapped
employees.
 Travels allowance.
 Non practicing allowance.
 Misc. allowance.
 Loan and advances provident by the company.


Other Facility:

 Leave encashment.
 Leave travels concession.
 LTC Encashment.
 RLTE.

All these facilities are provided by HZL to their employee are

satisfied with these welfare.

46
 6.1 CONCLUSION

It was a great experience to be there in CLZS for my practical

training. Like every good thing, it had come to end and so it did. Though I am feeling
sad at this point of time while leaving from here but I do have the great memories of
time spent here.

During the last 4 weeks, I certainly learnt a lot about every aspect of
this field, right from the working environment to the human nature. Relating to my
branch, I certainly learnt about the nature of people and various training methods.
The things are numerous , while words are only few. To conclude, I
would rather say that even after my full try, I would rather say that even after my full
try, I could pick up only a mouthful of knowledge out of the sea. The time was really
very less while there was a lot to learn.

Well, that’s how the life goes on. I hope I would have another
chance to visit and learn more in it.

47
 6.2 Limitations

1. The main thing that here H.R. employee are not specialized in H.R. so this solved
problems of other employees on there experience.
2. Mass facility is good but in C.S.F. mass food is not satisfy.
3. For new joiners there is no facility to start their work as like sitting &
cabin facility.
4. Relation b/w GETS & employers are not satisfactory relations.
5. There is no different cabin & other facility for the trainees under H.R.
finance.
6. There is no special person for trainees to guide them.

6.3 Suggestions

1. Appointed specialized & experiences persons in H.R. because they have extra
knowledge for their field so they can handle easily critical situation.
2. Mass facility is good for employees but in nightshift employees are not satisfy
their food. So improve it because its effect on employees health.
3. Provided for trainees room facility and guide so they are taken more information
about their company so they can improve their project report.
4. Frequently medical checkup for canteen workers employee workers.

48
 BIBLOGRAPHY

 STANDING ORDERS.

 ESTABLISHMENT GUIDE.

 FILES.

 COMPANY MAGAZINE.

 ASWATHAPPA K. HUMAN RESOURCE AND PERSONAL,

MANAGEMENT, TATA McGRAW HILL, THIRD EDITION.

 KOTHARI C.R., RESERCH METHODOLOGY, NEW EDGE

INTERNATIONAL PUBLICATION, SECOND EDITION.

 SHARMA D.D., MARKETING RESERCH, SULTAN CHAND

PUBLICATIONS, THIRD EDITION.

49
 DATA ANALYSIS
(Questionnaire Worker)

A. Personal ssssInformation:

Name ……………………………Ecode No………………

b) Age
………………………………………………………..
c) Caste / Religion ……………
Mstatus…………………….
d) Children: Son ………………
Daughter…………………..
e) Others
…………………………………………………….

At the time of joining At present

Education
Department
Post
Grade
Monthly salary

B. Other Information:

2 Is there welfare officer appointed in your plant?

Yes ( 55 ) No (30 ) Don’t know ( 15 )

2. If yes than are you satisfied with their work?

Yes ( ) No. ( )

3. Are you covered under ESI?

Yes ( ) No ( )

4. What does the firm do for improving your living standards?

………………………………………………………………

50
5. Are you satisfied with the welfare local tiles given by the firm? Give your
suggestion.
………………………………………………………………….

6. Are you satisfaction with health officer’s service?

Yes ( ) No ( )

Health Officer’s Services

7. Give your suggestion for improving health facilities.

……………………………………………………………

8. Is their safety officer appointed in your plant?

Yes ( ) No ( ) Don’t know ( )

9. Is there safety committee established in you plant?

Yes ( ) No ( ) Don’t know ( )

10. Are you given the training relating to safety?

Yes ( ) No ( )

11. Do you be aware of safety during the work?

Yes ( ) No ( )

12. Which leave are you given & how much?

PL ( ) Leave Medical ( ) CL ( )

13.. Are you satisfied with the rest hours given during every shift?
Yes ( ) No ( )

14. Other information which you want to give?

…………………………………………………..
******

51