INTERNSHIP REPORT

SUBMITTED TO,
SAJEER

(HEAD HR AND ADMIN)

Submitted By,
NEENU SUSAN GEORGE
LOYOLA COLLEGE OF SOCIAL SCIENCES
 CONTENT

AKNOWLEGMENT
ABOUT THE COMPANY
NATURE OF BUSINESS
MISSION
ORGANISATION
PRODUCTION CENTRES
BRIEF HISTORY ABOUT THE ORGANISATION
ACTIVITIES OF HR DEPARTMENT
FUNCTION AND RESPONSIBLITIES OF EACH DEPARTMENT

THE INDUSTRIAL EMPLOYMENT (Standing Orders) ACT, 1946

LEGISLATIONS REGULATING THE CONDITIONS OF WORK

SOCIAL SECURITY MEASURES IN THE ORGANISATION

CONCLUSION

REFERENCE
 AKNOWLEGMENT
The internship opportunity I had with KELTRON a great chance for learning and professional
development. Therefore, I consider myself as a very lucky individual as I was provided with an
opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful
people and professionals who led me though this internship period.

Bearing in mind previous I am using this opportunity to express my deepest gratitude and special
thanks to the Head HR and Admin Mr. Sajir in spite of being extraordinarily busy with her/his
duties, took time out to hear, guide and keep me on the correct path and allowing me to carry out
my project at their esteemed organization and extending during the training.

I express my deepest thanks to Miss. Nithya RS and Mr. Prasoon P Kumar for taking part in
useful decision & giving necessary advices and guidance and arranged all facilities to make life
easier. I choose this moment to acknowledge his/her contribution gratefully.

I perceive as this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objectives. Hope to continue cooperation with all
of you in the future.

Sincerely,

NEENU SUSAN GEORGE

 ABOUT THE COMPANY
KELTRON’s history is a saga of innovation in electronics. From being a pioneer in 1973, to the
role of a trend-setter today, Keltron has been the catalysis for the development of electronics
industry in Kerala. In five years since inception, Keltron had set up several production centers
and engaged more than 5,000 people directly or indirectly for the manufacture of electronic
goods. A quarter century later, Keltron set about transforming Trivandrum, the capital city of
Kerala, into one of the major electronics hubs of the country. Today, the city is home to Techno-
Park, the internationally known technology park where thousands of talented young men and
women participate in the development of a burgeoning information technology industry. Thus,
Keltron has in effect triggered a revolution that keeps churning out its benefits to individuals and
institutions in different parts of the world, continuing in its quest to innovate products and
processes that would add further value to life and to the industry.

KELTRON is famous for its automatic traffic regulation system. In early days the company
produced DCS, PLC electronic devices such as television, radios, and other consumer electronic
goods. Currently major products of company include mines for Indian navy and various parts of
rockets for Indian space research Organization ISRO. The company also KELTRON ICM,
POOJAPURA 15produces basic electronic component such as capacitors, transistors, resistors,
diodes, PCB’s on a large scale for the Indian market. It’s also providing services in the field of
information technology, animation, and web designing. It has recently established a division for
geo information service.

The mission of Keltron is to transform itself to one of the Navratna corporations of the country.
To achieve this mission, the organization has set a clearly defined strategy in motion
encompassing its core strengths: experienced human resources, robust infrastructure for high
quality manufacture, commitment to quality, and continuous research and development.

Keltron is a Public Sector Enterprise owned by the Government of Kerala and is managed by a
Board of Directors. KELTRON is a multi-product organization producing a wide range of
products from discrete electronics components to complex equipment and systems. Keltron
manufactures these products in six Production Centers and two subsidiary companies located in
different parts of Kerala. The products are brought to the customers through Offices in Mumbai,
Delhi, Kolkata, Chennai, Bangalore, Ahmedabad, Hyderabad, and Trivandrum. Keltron situated
at Kulathur is having 256 employees in total (60 permanent, 140 contract workers and 56
Apprentice trainees)
PRODUCTION CENTRES
KELTRON EQUIPMENT COMPLEX (KEC), Karakulam, Trivandrum: Currently houses
four SBUs of the Company.

a) Power Electronics Group (PEG)

b) Security Surveillance Systems group (SSG)
 c) Special Project Group (SPG)
d) ID Card Project Group (IDCP)

1. KELTRON COMMUNICATION COMPLEX (KCC), Kulathur,

Trivandrum:Currently houses two SBUs of the Company. TRAFFIC SIGNALS
DIVISION (TSD): TSD is engaged in the design, manufacture, and installation of
Integrated Traffic Signaling Systems. The division has also been assigned the task of
setting up Vehicle Testing Stations by the Motor Vehicles Department of Kerala to assess
the road worthiness of vehicles. COMMUNICATION PROJECT GROUP (CPG): The
key focus areas of CPG are PC Assembly, PCB sub-assemblies and harnesses for ISRO,
and large turn key projects including Traffic Surveillance, Traffic Enforcement, Crime
and Criminal Tracking Network Solutions (CCTNS), Distress Call Response
Management System (DCRMS), to mention a few, within and outside the State
2. IT BUSINESS GROUP (ITBG), Keltron House Vellayambalam, Trivandrum: Hi-tech
facility with a built-up area of about 25,000 sq. ft.

 IT Products
 Software development Group (SWG)
 IT Infrastructure Services (IIS)
 Knowledge Service Group (KSG)

3. KELTRON CONTROLS (KCA), Aroor, Alleppey: Manufacturing facility with a built-

up area of about 115,000 sq ft. Designed for producing Control Instrumentation systems
and Strategic Electronics Products.

 Control and Instrumentation Group (CIG)

 Pneumatics Product Group (PNG)
 Strategic Systems Group (STSG)

4. KELTRON TOOLROOM CUM TRAINING CENTRE (KTTC), Kuttipurram,

Malappuram State of the art facility for tool and die making.
5. KELTRON LIGHTING DIVISION (KLD), Mudadi, Calicut: State-of-the-art facility
of 11,000 sq. ft. that integrate the most advanced LED sources, driver technologies,
optics, and design to produce highly reliable world-class luminaries. The R&D effort has
been fully focused on reducing energy consumption, extending file, and maximizing
illumination performance of lighting systems. The assembly line is equipped with SMT
facilities for taking up contract manufacturing. A full-fledged photometry lab ensures
quality as per set standards

Subsidiaries
7. Keltron Component Complex Limited (KCCL), Kannur: India's largest Aluminum
Electrolytic Capacitor plant of 115 sq. area, set up in technical collaboration with Sprague
Electromagnet, Belgium, in 1976. Over the years, the facility has been upgraded to manufacture
several other types of components enlarging its range to cater to the needs of the Indian market.

8. Keltron Electro Ceramics Limited (KECL), Kuttipurram, Malappuram: Manufacturing

facility with a built-up area of about 20,000 sq ft designed for producing Transducers and
Hydrophones for Naval application

BRIEF HISTORY ABOUT THE COMPANY

An electronic component is any physical entity in an electronic system used to affect the electrons or their
associated fields in a desired manner consist with the intended function of the electronic system.
Components are generally intended to be connected together, usually by being soldered to a printed
circuit board (PCB), to create an electronic circuit with a particular function (for example an amplifier,
radio receiver, or oscillator). Components may be packed singly or in more complex groups as integrated
circuits. Some common electronic components are capacitors, resistors, diodes, transistors etc. "A
capacitor is a device capable of storing charge in a circuit, and typically consists of two metal plates
separated by an insulator, called a dielectric. Capacitance is directly proportional to the area of the plates
and the dielectric constant of the insulator and is inversely proportional to the distance between the
plates." Capacitors can store charges from voltage sources for a wide range of time, to be released as
needed. The classification of capacitor types by material such as paper, ceramic, or tantalum refers to the
insulating dielectric. Electronic capacitors are part of a class of electronic components called passive
components.

They differ from active components, such as vacuum tubes and transistors, in that they can neither
distinguish voltage polarity nor amplify a signal. Early capacitors were also known as condensers, a term
that is still occasionally used today. The term was first used for this purpose by Alessandro Volta in 1782,
with reference to the devices ability to store a higher density of electric charge than a normal isolated
conductor. The first capacitor was the Leyden jar, invented independently in the mid-1740s by both
Ewald Georg von Kleist and Pieter van Musschenbroek. A glass jar acted as the insulating material. M.
Bauer developed the mica capacitor in Germany in 1874. The tubular glass capacitor was produced in
1904. Moscicki, United Kingdom. It was this capacitor that Guglielmo Marconi used in his early
experiments with radio communication.

World War I provided an important catalyst for technical change in electronic communications, during
which new radio tubes and circuits were developed. The interwar years saw the rapid growth of radio,
and, on the eve of World War II, millions of radios were in use worldwide. During the World War II
years, substantial developments were made in communications electronics, radio astronomy, xerography,
and radar and computer technology, as well as in miniaturization and the improvement of the energy
efficiency of components. The harsh conditions and importance of reliability imposed by the war led to
the development of metal-cased and metalized paper dielectric capacitors, as well as improvements in
ceramic capacitors. The tantalum capacitor was produced in 1956 by D. McLean and F. Power of the
United States, after which it became among the most widely, used capacitor types. Among the most
significant developments in electronic components in the post-war period were the transistor and
integrated circuit. Transistors are based on solid- state technology, serving as substitutes for the older
triode vacuum tube active components, developed by Lee De Forest in 1906. In 1948, Bell Laboratories
developed the transistor (whose name derives from transferred resistor), which enabled electronic
equipment to be produced in increasingly smaller sizes. The first integrated circuit was produced by
Texas Instruments in 1959. This device made use of transistors and other components mounted on a
semiconductor chip to form an entire electronic circuit. Chip capacitors are surface-mounted to circuit
boards, in contrast to traditional capacitors with wire leads. Although chip capacitors are generally higher
priced than those with leads, the price gap decreased in the 1990s. Also, during this time, chip capacitors
came into increasing use, especially in equipment such as portable phones, video cameras, and electronic
notebooks, items for which space constraints were a prime consideration. Demand for surface mounting
and miniaturization continued in the late 1990s, along with higher capacitance and integrated devices.

ORGANISATIONAL STRUCTURE

ACTIVITIES OF HR DEPARTMENT
Human Resource being one of the greatest assets of the company, the HR department looks after the
wellbeing of the department. There are more than 700 employees in the KEC. In KEC, Manager (HR &
Admn) is the head of the HR department. As for the efficient functioning, personnel department is divided
into three sections namely time office, establishment and welfare. KELTRON has following categories of
employees: Executives, Casual labors, Permanent employees, Contract work, Apprenticeship trainees

FUNCTIONS OF HR DEPARTMENT:

 Recruitment & selection

 Welfare Function
 Establishment (performance management)
 Time Office Function
 Statutory Function
  Industrial Relation & Trade Union Management
 Training and Development
 Disciplinary Cases

Recruitment
The KEC’s permanent recruitment functions are mainly done by Head Office. The company employees
consist of both permanent and temporary employees. The personal officer prepares a vacancy list and
sends to the head office. Then the head office recruits employees through talent acquisition and fill the
vacancies. The HR department recruits only apprentices and ex-apprentices on contract. Some recruitment
is done on the apprenticeship basis and select apprenticeship on contract for doing the lower level work.
The recruitment procedure is as follows:-
o Manpower Request
o Consolidation of manpower requirement
o Manpower proposal cum planning proposal

Welfare function
Welfare measure of KEC are designed for the wellbeing of employees, the company follows all welfare
measures apart from the monetary benefits. Any attempt to increase productivity and efficiency of about
can bear fruit only if the workers are given right type of work environment and provided with these basic
amenities of which have direct. The common welfare measures include uniforms, canteen, medical claim
and transportation facilities. Uniforms are supplied to the lower level employees. Canteen facilities are
also provided to the employees from 8.30 to 5.30pm. Tender is given and quotation is taken and thus
canteen functions on the contract basis. Mostly, there are one year contract. The process of canteen
management is:-

o Inviting quotation
o Issue and Submission of tender form
o Committee constitution and opening of tender form
o Fixing of tender
o Preparation of bond and agreement
o Printing of coupons
o Issue of coupons
o Coupon’s amount deducted by finance from salary
o Collection of used coupons
o Preparation and payment of bills

Medical claim is a social security measures and it is confirmed to all the employees’ corporation who are
not covered by the ESI scheme. It is available to the employees including dependent family members.
They can claim this by the submission of the doctor’s prescription and medical bills within the three
months from the date of happening of the issue and then it is forwarded to the finance department. KEC is
providing 12 Casual Leaves and 15 Sick Leave for each employee. There is also Half Paid Leave (HPL)
according to the requirements of the employees. The salaries given to the contract employees are of
consolidated and scale for permanent employees. Permanent employees are getting salary which includes
Basic pay+ HRA+ DA+ Wage allowance and operators are getting Basic pay+ DA. Employees are
getting their salaries on the first day of every month. Transportation facilities are given to every
employee. There are 3 buses running for the employees and 2 cars for the official purpose.

Establishment

Establishment function includes Promotion/ Increment, Performance Appraisal, Transfer/ Deputation and
Resignation/ Retirement/ Termination.\
Promotion/ Increment

The KEC’s HR department can’t promote the employee directly because the promotion functions are
undertaken by the head office. The HR department prepares the promotion list according to the
merit/seniority/qualification/company rules. The HR department sends this promotion list and suggestions
to the head office.

Performance Appraisal

The company has the practice of appraising the performance of the employees every year. This is mainly
for deciding the promotion. Performance is rated on the basis of initiative, decision making, team work,
knowledge of work, relation with public, ability to execute work, communication skills, attitude of work,
supervising ability, and ability to execute order. Based on the criteria, the performance of the employee is
rated as:-

 Excellent -90 to 100 marks

 Very Good -70 to 60
 Good -60 to 70
 Average -50 to 60
 Below Average- Below 50
Those who secure less than 60 marks are not considered for promotion.

Transfer/Deputation

The HR department prepare transfer list and send to the head office. They also request to the head
office for immediate action if any. They will also request to the head office whether they want any skilled
employee from other branch.

Resignation/Retirement/Termination

The employees provide their resignation letter to the HR officer. Then the HR officer sends it to
the head office. Every workman shall retire from the service on the completion of his or her 58 th year of
age. If the HR department finds any in disciplinary actions, they will inform the head office to take the
necessary steps like termination, suspension, etc.

Time Office Function

The time office function includes Attendance Record and Leave Management.
 Attendance Record
The important time office function is to prepare attendance record. The company also has
punching machine. The senior superintendent sends the attendance records to the finance department in
every last week of the month.
Attendance, working hours: The working hours in KEC are from 9.00 am to 5.00 pm employee's
attendance is based on using punching machine cards of the employees are punched its arrival and
departure of the working hours and also at the time when they have the premises. The employees are paid
salaries on monthly basis and also provision for single wages is given for over time sanctioned with the
permission from the chief general manager, employee enjoy 90 minutes grace time for late arrival per
month
 Leave management:
Casual leave of employees is on Sunday or holidays, normally but employees will be eligible for the
following privileges
a) Earned leaves: an employee will be entitled to one-day leave for every 11 days to a maximum of
33 days in a year.
b) Casual leave: casual leave of employees is 12 days in a year with pay. Every class enjoy this
privilege
c) Sick leave: employees are entitled to 10 days' sick leave a year. When a medical certificate is
provided from the appropriate authority a medical leave of 30 days is granted for 3 years.
d) Half pay leave: officers are entitled to 20 halves pay leave.

FUNCTION AND RESPONSIBILTIES OF EACH EMPLOYEE IN

THE DEPARTMENT
MARKETING DEPARTMENT

Marketing is one of the most important operative function of management which satisfies the needs and
wants of customers through an exchange process. It includes all resources and selling activities to direct
and facilitate the flow of goods/services from the point of production (producer) to the point of
consumption (consumer). KELTRON's marketing process done through its marketing department. The
marketing of KELTRON are located in some important cities like; Hyderabad, Mumbai, Chennai,
Calcutta, Delhi, Ahmadabad, Trivandrum, Lucknow, and Bangalore. Once the demand for a
product/service is identified, marketing department give the quotation to the concerned manufacturing
units to produce the required products for the purpose to supply on time the demanded product to the
customer.

Marketing strategies:

KELTRON has both direct and indirect marketing strategies to attract the listed and non-listed vendors

o Direct marketing: The KELTRON attracts and present information about the product to the listed and
regular venders (Police, ISRO...) through direct marketing strategy. These regular customers give
order to the marketing department of KELTRON and provide products and services to the tenders.
o Indirect Marketing: Openly biding through the Enquiry received based on the advertisement by the
customer.
o Technical bidding (bid to the demanded product related to the technical specification of the product).
o Financial bidding.
o Prequalification bidding (bidding through the past work experience of the organization).

PURCHASE DEPARTMENT

Purchase department is in charge of purchasing all raw materials required for production packing
materials, spare parts for machines and also purchase of sundry items

Purchasing procedures:

o Purchase Requisition (PR). The work order/job order/project reference shall be quoted in PR.
o The planning department subject to the budget provisions and specific capital sanction from
appropriate authority shall initiate PR for capital items.
o The planning departments against specific request from various department shall prepare PRs for
miscellaneous revenue items.
o Items failing under different categories shall not be mixed up in the same requisition as far as
possible. It should be ensured by the indenting authority that maximum consolidation of the
requirement of each item is made as far as possible to enable purchase department to negotiate and
obtain quantity discounts or lowest prices.
o In the case of proprietary/specified brand goods, in indenter should indicate that such items are
selected for technical reasons or due to customer specification and certify on the indents accordingly.
o The specification parameters of the items should be comprehensive.

PRODUCTION DEPARTMENT

Production is the conversion of raw materials into finished products and is also spoken as the maintenance
of goods. Production in since laboratories consists of the creation and maintenance of a clearly defined
organization and makes effective and co-coordinated use of personnel, land, building, and equipment
including the management of inventory assets. All the activities are performed in accordance with the
highest standards and at the lowest total cost. Before a new product can be marketed or an existing
product significantly improved, the production department together with research product development,
sales and marketing departments must define and agree upon costs, profits, marketing date and product
quality. Production operations follow clearly defined procedure; they must comply with the principle of
good manufacturing practice in order to obtain products of the requisite quality and in accordance with
the relevant manufacturing and marketing authorization.

Functions:

o All handling of materials and product receipt and quarantine, sampling, labelling, dispensing,
processing, packaging, and distribution should be done in accordance with written procedure or
instruction recorded.
o It should be ensured that the production is performed and supervised competent persons or people.
o Damage or any other problem which might adversely affect the quality of a material should be
investigated, recorded, and reported to the quality control department
o The department must ensure that all materials and products is stored under the appropriate condition
established by the manufacturer and in an orderly fashion to permit batch segregation and stock
rotation. The production department must have to ensure that production is carried out on in the best
manner at lowest cost.

STORES DEPARTMENT

Warehousing is normally the largest operation in the plant in terms of area, special attention should be
focused on maintaining cleanliness, freedom from infestation, and orderliness and maintained within
acceptable temperature limits. The entire warehousing area should be cleaned as often as necessary to
maintain sanitary condition. Storage area in an organization should be designed and adapted to ensure
good storage condition. There should normally be a separate sampling area for starting materials. If the
sampling is performed in the storage area, it should be conducted in such a way to prevent contamination
or cross contamination. Segregated area is to be provided for the storage of rejected, returned materials or
products. Highly active materials or products are stored in safe and secure areas. In KELTRON
laboratories, there are mainly two stores. One is the material store and other is the packing materials and
the finished goods store, in the raw material store, the received materials are collected and categorize
them according to the usage and character. Then sampling is done in the materials for getting approval for
production.

Functions

o Material planning
o Procurement of stores
o Receipt & inspection of stores
o Store keeping
o Distribution of stores
o Cost reduction

FINANCE DEPARTMENT

Finance is considered to the lifeblood of any business. Finance management is closely linked with all
other areas of management. Further, the firm’s attitude towards other areas of management largely
depends on its financial position. The field of finance refers to the concept of time, money and risk and
how they are interrelated. Financial management is that management activity which is concerned with
planning and controlling of firms financial resources. Finance is one of the important and essential parts
of ever organization. The four important managerial functions are invested decision, financing, dividend,
liquidity decision.

Function:

o Providing and interpreting financial information

o Business modeling and forecasting
o Monitoring performance and efficiency
o Analyzing change and conducting risk assessment
o Participating in strategic planning and formulating long term business plan
o Researching and reporting on factors influencing business performance
o Pricing and competitor analysis
o Developing complex finance models
o Assessing the financial implication of new or existing vendors
o Conducting review and evaluation for cost reduction opportunities
o Preparing accounts and reconciling balance sheets
o Overseeing budgetary control
o Monitoring cash flow
o Leading or working on projects
o Maintain the relationship with outside agencies like financial institution, stock exchange, tax
authorities
o Consequent to the consolidation of division, the finance and account department at KEC recognized
and will work as four functional groups under with immediate effect.
o Cash & compilation group
o Purchase account and costing group
o Sales account group
o Pay roll group
 THE INDUSTRIAL EMPLOYMENT (Standing Orders) ACT, 1946
This act is to require employees in industrial establishments to formally define the conditions of
employment under them and submit draft standing orders to certifying authority for its
certificate. The standing order of Keltron includes 9 matters in one schedule. It includes the
details like the applicability of the act, definitions, service information, Leave, joining time and
holidays, working time, misconduct, canvasing of non-official or other outside influence,
medical examination, saving clause.

1. Applicability: The act applies to every industrial establishment wherein 100 or more
workmen are employed or were employed on any day of the preceding 12 months.

2 Service: Service information like classification of workmen, address and other particulars,
probation, confirmation, seniority, temporary appointment, promotion, transfer, additional
charges, foreign service and deputation, resignation, termination of service other than as a
disciplinary measure, service certificate, superannuation, exclusive service obligation of
workmen, secrecy, record of service and date of birth. Workmen are classified as permanent,
probationer, temporary, apprentice trainee, badlis or substitutes and casual labors in the standing
order.

3. Salary: Basic salary, increment, Dearness Allowance and when it is being payable. A
workman holding any post in the company shall draw the basic pay fixed for the post and if,
there is a time scale, the stage in the time scale at which it is placed time to time. Increment shall
depend on efficiency and conduct and will be considered on 1st July of each year for confirmed
workmen. The salty of a workmen is payable on or before the first working day of the next
month and will be paid on that day.

4. Leave, Joining time & Holidays: Eligible leave, Prior sanction necessary, Granting Leave
and recalling from leave, Leave address, when and how to apply, Earlier return from leave,
certificate of fitness, Leave during suspension etc., When payable, Conditions for grand leave,
Application for leave, Sanctioning authority and holidays. The workmen are eligible for the
leave according to the Factories Act. The holidays of the company shall be governed by the
provisions of the Industrial Establishments (National and Festival) Holidays Act.

5. Hours of work: Working time, Shift working, Attendance and late coming, Identity card /
badge, Entry/ Exit, Search, Dress, Safety, Duties and responsibilities of workmen during
working hours, stoppage of work and Strikes. Working time varies in different production
Centers. In Keltron Communications Limited Manvila the working hours is from 9 am to 5 pm.
Every employee is given grace time of 90 hours a month without salary deduction.

6. Misconduct and Punishments: Misconduct, Procedure for details with the case of
misconduct, Punishment, Suspension, Authority to initiate disciplinary action and authority for
awarding punishments, Appeals, Grievance procedure. 74 types of misconduct is mentioned in
the standing orders and 9 types of punishments are given according to the misconduct.

7. Canvasing of non-official or other outside influence: No workmen shall bring or attempt to

bring any political or other outside influence to bear upon any superior authority to further his
personal interest in rest of matters pertaining to his service under the company.

8. Medical examination: All workmen of the Factory except casual workmen shall undergo a
medical examination at the time of appointment.

9. Saving clause: Nothing contained in the standing orders shall operate interrogation of any law
applicable to the workmen or to the prejudice of any right of the workmen under an agreement,
settlement or award for the time being in force, or contract of service.

LEGISLATIONS REGULATING THE CONDITIONS OF WORK

FACTORIES ACT 1948: An Act to consolidate and amend the law regulating labour in factories. The
Act is applicable to any factory whereon ten or more workers are working, or were working on any day of
the preceding twelve months, and in any part of which a manufacturing process is being carried on with
the aid of power, or is ordinarily so carried on, or whereon twenty or more workers are working, or were
working on any day of the preceding twelve months, and in any part of which a manufacturing process is
being carried on without the aid of power, or is ordinarily so carried on; but this does not include a mine,
or a mobile unit belonging to the armed forces of the union, a railway running shed or a hotel, restaurant
or eating place. The main objectives of the Indian Factories Act, 1948 are to regulate the working
conditions in factories, to regulate health, safety welfare, and annual leave and enact special provision in
respect of young persons, women and children who work in the factories. The aim and object of the Act is
essentially to safeguard the interests of workers, stop their exploitation and take care of their safety,
hygiene and welfare at their places of work. It casts various obligations, duties and responsibilities on the
occupier of a factory and also on the factory manager. Amendments to the Act and court decisions have
further extended the nature and scope of the concept of occupier, especially visa-vis hazardous processes
in factories.

Some of the provisions relating to the Labour Welfare as mentioned in the Factories Act, 1948 are:
(1) Washing Facilities (2) Facilities for storing and drying clothing (3) Facilities for sitting (4) First aid
appliances[At least one first-aid box or cupboard with the prescribed contents should be maintained for
every 150 workers.] (5) Canteens [In every factory employing more than 250 workers, the State
government may make rules requiring that a canteen or canteens shall be provided for the use of
workers](6) Shelters, rest rooms and lunch rooms [In every factory wherein more than 150 workers are
ordinarily employed, there shall be a provision for shelters, rest room and a suitable lunch room where
workers can eat meals brought by them with provision for drinking water] (7) Crèches [In every factory
wherein more than 30 women workers are ordinarily employed there shall be provided and maintained a
suitable room or rooms for the use of children under the age of six years of such women.](8) Welfare
officers

CONTRACT LABOUR (Legislation and Abolition) ACT, 1970

An Act to regulate the employment of contract labour in certain establishments and to provide for its
abolition in certain circumstances and for matters connected therewith. The main purpose of the CLRA
Act, 1970 is to regulate the employment of contract labours. It is applicable to an establishment also
known as the principal employer that engages 20 or more contract labours and also to the contractor
through whom such 20 or more contract labours are engaged. 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.

Responsibility: 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. Crèche
e) Maintains various registers and records, displays notices, abstracts of the Acts, Rules etc.
f) Issues employment card to his workmen, etc.

SOCIAL SECURITY MEASURES IN THE ORGANISATION

Maternity Benefit Act, 1961

The maternity benefit Act 1961 protects the employment of women during the time of her maternity and
entitles her of a 'maternity benefit' - i.e. full paid absence from work - to take care for her child. The Act is
applicable to all establishments which are factories, mines, plantations, Government establishments,
shops and establishments under the relevant applicable legislations, or any other establishment as may be
notified by the Central Government. As per the Act, to be eligible for maternity benefit, a woman must
have been working as an employee in an establishment for a period of at least 80 days in the past 12
months. Payment during the leave period is based on the average daily wage for the period of actual
absence. The Maternity Benefit Amendment Act has increased the duration of paid maternity
leave available for women employees from the existing 12 weeks to 26 weeks.

Employees’ Provident Fund and Miscellaneous Provisions Act, 1952

An Act to Provide for the institution of provident funds, and deposit- linked insurance fund for employees
in factories and other establishments. The object of the act is to provide substantial security and monetary
assistance as a retiral benefit also for the dependence in case of early death of the employee. The Act is
applicable to every establishment which is a factory were 20 or more persons are employed, or being
employed in any day in the previous year. The contribution paid by the employer is 12% of basic wages
plus dearness allowance plus retaining allowance. An equal contribution is payable by the employee also.
The Act has three schemes: The Employees Provident Fund (EPF) [Employer’s contribution 3.67%]
Scheme 1952, The Employees’ Pension Scheme 1995 [Employer’s contribution 8.33%], The Employees’
Deposit Linked Insurance (EDPI) Scheme 1976.

Payment of Gratuity Act, 1972

An Act to provide payment of gratuity to employees engaged in factories, mines, oilfields, plantations,
ports, railway companies, shops or other establishments and for matters connected therewith or incidental
thereto. Gratuity is defined as a benefit given by the employer to the employee for rendering services
continuously for five years or more. It is a mandatory and monetary benefit usually given at the time of
employee separation from organization or retirement. But there are certain rules which make an employee
eligible to receive gratuity. The Act is applicable to every shop and establishments were 10 or more are
employed or, were employed on any day of preceding 12 months. The maximum gratuity amount payable
is rupees 10, 00,000/-)

Gratuity = Monthly salary X 15 X Number of years of service

26

Monthly salary Last month drawn salary by the employee

26 Total number of working days in a month
15 Number of days in half of the month.

Payment of Bonus Act, 1965

The Act applies to all Factories and every other establishment, which employs twenty or more workmen.
The Payment of Bonus Act, 1965 provides for a minimum bonus of 8.33 percent of wages. The salary
limited fixed for eligibility purposes is Rs. 3,500 per month and the payment is subject to the stipulation
that the bonus payable to employees drawing wages or salary not exceeded to Rs.10000 per month would
be calculated as if their salary or wages is Rs. 3,500 per month.

Employee Compensation Act, 1923

An Act to provide payment by certain classes of employers to their Employees as compensation for injury
by accident. The act aims to provide workmen and/or their dependents some relief in case of accidents
arising out of and in the course of employment and causing either death or disablement of workmen.
The Workmen Compensation Act mandates the employer to pay a compensation amount equal to 50% of
monthly wages (maximum monthly wage ceiling of Rs. 8000) of the deceased employee multiplied by the
relevant factor, or a sum of Rs. 140,000, whichever is higher.

Employees State Insurance Act, 1948

An Act to provide for certain benefits to employees in case of sickness, maternity and ‘employment
injury’ and to make provision for certain other matters in relation thereto. The ESI scheme is applicable to
all factories and other establishments as defined in the Act with 10 or more persons employed in such
establishment and the beneficiaries' monthly wage does not exceed Rs 21,000 are covered under the
scheme. Employees’ State Insurance Corporation (“ESIC”) is a statutory corporate body set up under
the ESI Act 1948, which is responsible for the administration of ESI Scheme. The ESI scheme is a self-
financed comprehensive social security scheme devised to protect the employees covered under the
scheme against financial distress arising out of events of sickness, disablement or death due to
employment injuries. The employee's contribution rate is 0.75% of the wages and that of employer's is
3.25% of the wages paid/payable in respect of the employees in every wage period. Employees in receipt
of a daily average wage upto Rs. 137/- are exempted from payment of contribution. A contribution
period means a six month time span from 1st April to 30th September and 1st October to 31st March.

CONCLUSION
It was an absolute worthwhile experience working at the Kerala State Electronics
Development Corporation Limited (KSEDC). On the whole, this internship was a
useful experience. I have gained new knowledge, skills and met many new people.
I achieved several of my learning goals. I got insight into professional practice.
The internship was also good to find out what my strengths and weaknesses are.
This helped me to define what skills and knowledge I have to improve in the
coming time.

As an intern, though I had a limited space to work, I still managed to grab plentiful
of experiences. I made the best of every opportunity I was given and made the
utmost use of my abilities and knowledge to fulfill all my responsibilities. I could
implement my academic skills into practice and my efforts were highly
acknowledged. There is however some gap between our theoretical knowledge and
real life practice, yet the managerial level staff members is quite open towards
upgrading current approach, which was extremely motivating.

REFERANCE

 http://www.keltron.org/
 Information from various interaction with the different department Heads.