INTRODUCTION

Labour has an important role to play in the economic

development of any country. Labour includes all the efforts made

by man to a living. There fore it is necessary to safeguard the

interests of the labourers in order to enhance their productive

efficiency.

The purpose of adopting the welfare measures to bring

about the development of the whole personality of the worker,

his social, Psychological, Economic, Moral, Culture and

intellectual excellence. This will shape him to be a good worker

and a responsible citizen of this country.

Labour Welfare is a broad term which includes Social

security, Medical facilities, Crèches, Canteen facilities,

Recreation, Housing facilities, Educational facilities and Transport

facilities.

Rapid industrialization and urbanization have made

employees dependent on capitalists. Inflation has made their lot

poor and they find it difficult to maintain their standard of life. In

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such situation employee welfare facilities enable workers to live a

richer and more satisfactory life.

Labour comprises all human efforts of body and mind, which

is exchanged for a consideration in cash or kind or both. Labour

has an important role to play in the economic development of

any country. Labour includes all the efforts made by man to earn

a living. Therefore it is necessary to safeguard the interest of the

labour in order to enhance their productive efficiency.

Welfare in a broad concept, it refers to a condition of living

of an individual or group, in a desirable and happy state of

relationship with the whole environment-ecological, economical

and social. Ecological welfare means environment friendly

existence, ecological balance, pollution free existence and proper

sanitation. Social welfare is the prevention of discrimination

based on caste, creed, sex, establishment of equity and earning

safety, health and social security. Economic welfare means

increasing individual earning and at the same time promoting

economic development of society by increasing production,

productivity, and quality of product and services.

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 The productivity and quality of production in country

depend upon the availability of efficient labour force. Generally

the efficiency of labour depends on the attitude of the

management and the welfare measures extend to them.

Labour welfare is a broad term which includes social

security, medical facilities, canteen facilities, housing facilities,

educational facilities, transport facilities, etc.,

VARIOUS DEFINITIONS OF LABOUR WELFARE

To Chambers dictionary, it is a state of faring or doing well,

freedom from calamity, enjoyment of health prosperity, etc.,

Therefore welfare denotes a condition of well being, happiness,

satisfaction, conservation and development of human resources.

The concept of welfare is necessarily elastic in character. It

varies in its interpretation from country and from time to time,

depending on the industrialization and general level of social and

economic development.

“ The efforts to make life worth living for workmen”.

- Oxford Dictionary.

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 “ Labour welfare means anything done for the comfort and

improvement, intellectual or social, of the employees over and

above the wages paid which is not necessity of the industry”.

- Arthur James Todd.

ACCORDING TO ILO REPORT

“Workers” welfare may be understood as including such

services facilities and amenities, which may be established in, or

in the vicinity of undertakings to perform their work in healthy

and congenial surroundings and to avail of facilities which

improve their health and bring high morale.

THE COMMITTEE ON LABOUR WELFARE (1969) DEFINED

IT AS

“Such services, facilities and amenities as adequate

canteen, rest and recreation facilities, sanitary and medical

facilities, arrangements for travel to and from work and for the

such other services, amenities and facilities including social

security measures as contribute to improve the condition under

which workers are employed”.

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ACCORDING TO THE LABOUR INVESTIGATION COMMITTEE (1946)

“Employee welfare means” anything done for intellectual

physical, moral and economic betterment of the workers,

whether by employers, by government or by other agencies, over

and above what in laid down by law, or what is normally expected

on the part of the contracted benefit for which workers may be

bargained”.

AIMS AND OBJECTIVES OF LABOUR WELFARE

The employee welfare activities seek to achieve the following

objectives.

 To give expression to philanthropic and paternalistic

feelings.

 To win over employees loyalty and increase their morale.

 To combat trade unionism and socialists ideas.

 To build up stable labour force, to reduce labour turnover

and absenteeism.

 To develop efficiency and productivity among workers.

 To save oneself from heavy taxes on surplus profits.

 To earn good will and enhance public image.

 To reduce the threat of further government intervention.

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  To make recruitment effective (because these benefits add

to job appeal).

CLASSIFICATION OF WELFARE MEASURES

EXTRA – MURAL ACTIVITIES (OR) BENEFITS

Extra – mural activities are commonly known benefits :

Social security, medical cover, insurance, pension,

provident fund, leave travel facilities, Maternity facilities,

compensation against injury and fair price shops.

INTRA-MURAL ACTIVITIES (OR) SERVICES

There are commonly known as services :

Safety clothes, Toilet blocks, Canteen, Wash rooms,

Transport, Bath rooms, Rest Room, Bank, Change room,

recreational facilities, Schools, Auditorium, and Creches.

I) STATUTORY MEASURES

Statutory welfare measures are those laid down by

government through enactment of legislative laws.

FACTORIS ACT, 1948

The principal act to provide for various labour welfare

measures in India is

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 Factories Act, 1948. This Act contains among others,

detailed provision about appointment of labour welfare officer for

the health of workers, for the safety workers and the welfare of

employees.

A) HEALTH AND MEDICAL FACILITIES :

Factories Act 1948, deals with the health of workers in a

factory. The following provisions have been incorporated to

protect the health of workers.

1. Cleanliness (Sec 11)

2. Disposal of waste and effluents (Sec 12)
3. Ventilation and temperature (Sec 13)
4. Prevention of dust and fume (Sec 14)
5. Provision of artificial humidification (Sec 15)
6. Over crowding (Sec 16)
7. Lighting (Sec 17)
8. Drinking water facilities (Sec 18)
9. Latrines and urinals (Sec 19)
10. Spittoons (Sec 20)

B) EMPLOYEES PENSION SCHEME 1971

The family pension seeks to provide some monetary relief

to the family members of employees, who die in service, i.e.,

before superannuating. In the event of an employee’s death his

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family gets pension on a graded scale depending the employee’s

last salary grade.

C) EMPLOYEE STATE INSURANCE ACT 1948

This act applies in the first instance, to the factories using

power and employing 20 or more persons. The objective of this

act in to provide certain benefits to the employees in case of

sickness, maternity, disablement, medical and funerals and to

evolve a scheme for socio-economic welfare of the workers. The

covers all the factories and industries that run on permanent

basis and it does not include any seasonal factory.

D) WORKEMEN’S COMPENSATION ACT 1923

This act is intended to provide for compensation to those

workmen who sustain personal injuries by the accident arising

out of and in the course of their employment. The act applies to

all permanent employees employed in railways, factories, mines,

and plantations, mechanically prepared vehicles, construction

work and certain hazardous occupations.

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 An employer in liable to pay compensation to a workman for

personal injury caused to him by accident as well as occupational

diseases contracted by him. The amount of compensation

payable to a workman depends on the nature of injury caused by

accident, the monthly wages of the workmen concerned, and the

relevant factor of working out lump sum equipment of

compensation amount as specified in schedule IV (as substituted

by amendment 1984).

E) PAYMENT OF GRATUTITY ACT, 1972

Gratuity is a kind of retirement benefit, like provident fund

or pension. It is payment which is intended to help an employee

after his retirement, whether the retirement is the result of the

rules of superannuation ore of some physical disability.

The employer based 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, on his

retirement or on his death or disablement due to accident.

F) PAYMENT OF BONUS ACTS, 1965

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 Every employees shall be entitled to be paid by his

employer in an accounting year bonus in accordance with the

provisions of the act, provided he has worked in the

establishment for not less than 30 working days in the year (Sec

8). Where an employee has not worked for all the working days

in any accounting year, the bonus payable to him (U/s.10) shall

be proportionately reduced (Sec13).

G) VOLUNTARY SCHEMS

There are facilities like holidays, rest period, coffee break

etc., which are declared by employers.

H) MUTUAL WELFARE FACILITIES

These are these facilities agreed to by mutual consultation

between employers and employees.

II) NON – STATUTORY MEASURES

A) HOUSING FACILITIES

Progressive enterprises must consider proper facilities for

sheltering their own working forces a necessary adjunct to sound

industrial relation where the undertaking is located for away from

any city of populated area. The problem of housing can best be

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solved by the company constructing its own cottages in the

vicinity of the workspot and renting these its own workers at low

rates. The supervision of housing conditions being them under

own control, the sanitation, health and comfort of its own will

necessarily be have looked after such an amenity will prove a

great value in attracting desirable workers and in establishing

employment relations.

The living quarters of work force is most of industrial towns

and cities are a slur on modern civilization and the conditions

under which our industrial toilers are made to live are most

revolting.

B) TRANSPORT FACILITIES

Growth of industrial states and also workshop outside the city

has made communication a problem to workers, where the

workers are located in out the way places far from the workmen’s

living quarters and there are no available means of conveyance

are inadequate of un-satisfactory by being their sloe or too

expensive. Efforts should be directed to provide buses or lorries

to carry the workers to and from the workspot.

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 The committee on labour welfare after studying the situation

recommended that transport on a large scale is best provided by

the state that the local bodies should stream line their

operations, increase their fleet and frequency of buses especially

to labour colonies, industrial estates and town ships and for

carrying workers to and from. This is yet another problem which

welfare workers would need to solve.

C) EDUCATIONAL FACILITIES

Education is important factor in all respects whether for the

citizen of the industrial worker is of equal importance. Since the

latter even is the works in a factory, has to cope up with change,

which is most often technological. Since in a sense it is an

investment in training the world force of the future. Children for

a better management relationship, that a fund could be created,

with different industrial establishments contributing to wards the

education of their worker’s children. Funds could also be raised

through contributions from workers and employees. The

precision of education facilities cipher of education facilities

cipher by the state or employees or jointly will help a great deal

in improving the workers commitment and give him a sense of

belonging and achievement. It is an expensive scheme and

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hence needs to be provided for by the state employees and be

social welfare agencies.

D) CO-OPERATIVE STORES FOR EMPLOYEES

The running of co-operative stores by company where must

articles of daily necessary including food grains,

grocery,oil,cloth,etc., Can be purchased by its own employee at

low cost plus expenses of conducting the advantage to the

employee will be two fold. They will be able to but their daily

requirements at much lower price.

E) RECREATION FACILITIES

Most of the employees today take their pride in the extra

curricular achievements of their workers and here it is often a

prestige issue. The facilities provided for recreation, broadly

speaking are determined by the resource available for this

purpose in the enterprise and the importance accorded to it by

the employer. However, other recreation facilities available to

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industry workers are much better organized than these at

disposal of the average citizen.

INTRODUCTION ABOUT THE STUDY

This study was conducted at INFRRA-TEX, PRIVATE LIMITED,

PERUNDURAI. The main objective of thestudy is to find out the

factors influencing absenteeism.

The annual cost of absenteeism of Indian Organisation has

been consumed larger amount of human and money at the job

level one day absence by a clerical worker can cost an employer.

Up to one thousand in reduced efficiency and increase

supervisory workload. It is obviously difficult for an organization

has been consumed larger and money. Absenteeism in important

symptom of maladjustment and sign of protest.

It is not an isolated phenomena, but , an integral part of

psychology and economics of industrial production. It is a great

sociological problem of great complexity, born but of attitudes,

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circumstances and conclusions, frequent absenteeism in

industrial units has constituted a great drain on the productive

resource of India .

Managers and supervisors be aware of exact level of

absenteeism of their work units as well as each employee’s

specific attendance patterns as a nature of each absence. The

rate of absenteeism is lowest on pay day it increases

considerable on the days following the payment of wages honour.

For calculating the rate of absenteeism, two factors are

taken into consideration the number of persons scheduled to

work and the number of actually present.

Worker reports for any parts of a shift is to be considered

present. Any employee may stay away from work, if he take

leave to which he is entitled, or on the ground of sickness or

some accident or without any previous sanction of leave. Thus

the absence may authorized or unauthorized will full or caused be

circumstances beyond one’s control.

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 INTRODUCTION ABOUT THE TOPIC

The adverse effect of absenteeism are to be listed. He high

rate of absenteeism in India is a serious tow hold problems

affecting both employees and workers they are described below.

⇒ ON INDUSTRY

Absenteeism in industry stops machine, distrust process,

create production bottle necks, hampers smooth flow or

continuity of work upsets production targets, results in production

losses, increases direct over load costs increases work load of the

inexperienced less experienced workers are creating problems of

recruitment, training, job adjustments, morale attitudes. Casual

or substandard employees increase machine down time, rejection

of finished breakdown of machinery and consequent idle machine

hours.

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 Absenteeism in one hand directly contributes to the rise in

production costs while on the other it deprives the industry of its

hard earned reputation due to the deterioration in quality of

goods produced and the delay in supply to valued customers.

⇒ ON WORKERS

Frequent absenteeism adversely affects the economy of the

worker himself. Of reduces is earnings and adds to his

indebtedness decrease his purchasing power, makes it difficult

for him to meet necessities of life, leading to personal problems,

of attitude of morale.

GENERAL CAUSES OF ABSETEEISM

Absenteeism has become a more serious problem in

developing country like India. Some of its cause are,

 PERSONAL FACTORS.

Personal factors such as age, marital status, health,

education, hobbies, voices and extracurricular activities.

 SOCIAL AND RELIGIOUS CEREMONIES

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 Social and religious functions divert workers from work to

social activities in a large number of cases, the proportion of

the absenteeism due to sickness, accident of maternity is not

as high as it is due to other causes including social and

religious ceremonies and festivals which divert the workers

from the work. Even the arrival of guests is a temptation for

the Indian workers to stay away from work.

 BAD WORKING CONDITION

Irritating and intolerable working condition exists in factors

heat and moisture, noise and vibrations in the factory bad

lighting conditions, dust and fumes over crowding all if these

affect the workers health, casting him to remain absence for

long time.

Environmental temperature reduces capacity to work. In

majority of factories roofs have been a single corrugated iron

sheets. On congenial and unattractive working conditions as

well as monotones in nature of work also attempts a workers

stay away from work.

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 ABSENCE OF ADEQUATE WELFARE FACILITIES.

Absenteeism is also dues to inadequate welfare available to

workers for a vast majority of industrialists in India still look up

an welfare work as a barren liability rather than nice

investment.

Particularly in medium and small sized units, the standards

are distantly poor. The studies bade by some status in respect

of different components of welfare include sanitation, washing

and bathing facilities. First aid appliance, ambulance, rooms,

drinking water, canteens, shelters, rest rooms and crèches

which strengthen the general impression that compliance with

statutory welfare provisions is half hearted and inadequate

 INDUSTRIAL FATIGUE.

The virtual of the Indian workers are very low because of

malnutrition, poor housing, unsanitary and unhealthy

conditions in fatigueness if the worker more over two ways

compel a worker to seek some part time job to earn some side

income. Due to its often results in constant fatigue which

compel him to absent for next day.

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 ALCOHOLISM

The habit of alcoholism among the worker is a significant

cause of absenteeism, which is high in first week of each

month when worker receive their wages. They rust to liquor

shops and drink to forget their immediate worries. Once in

indebtness of many industrial workers. A considerable amount

is being spent every month by them liquor, cigarette and pan.

The workers income was lower than their expenditure.

 INDEBTEDNESS

Most of the workers suffer from a high degree of indebtness

workers are always worried about the financial matters such

workers about themselves or even resign to escape the money

lenders. As a result absenteeism is high.

 INADEQUATE LEAVE FACILITY

Refusal to sanction leave for the genuine reasons compels

the workers to fall back on ESI leave instead of going without

pay the workers avail themselves of this ESI leave facility.

 LACK OF TRANSPORT FACILITIES

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 The reason is applicable to the industries particularly those

which are away from trhe urban area. Because of this reason

the workers will present to the working place lately and

following this habit due to industries regulation and due to

some other reasons they absent themselves.

CALCULATION OF ABSENTEESIM RATE.

Statistically it is measure by the percentage of a man shift

lost due to absence to the corresponding total man shifts

scheduled to work.

Number of man – day lost

Absenteeism Rate = X 100
Number of man-days scheduled to work

Before we apply this formulae care should be taken while

taken contain factors into the consideration.

I. Total number of days should not be included.

 Any day such as Public holidays on which persons do not

turn up for work or annual holidays or days lost due to

strike or lay off.

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  The persons who are chronic absentees and who have not

been employed in preceding two months due to prolonged

sickness.

II. Any absence of half a day or more should be recorded.

III. Workers who quit only until the names are optically removed

from the payroll.

IV. Casual workers should be excluded.

V. Substituted should also be excluded.

PROFILE OF THE COMPANY

Infrra-tex was established in Perundurai by Mr. P.S.

GOVINDARAJ, in 1989. at the period 300 workers were

employed initially. Due to his hard work the company has

grown year after year. At present 2000 employees working in

the company.

After Mr. P.S. GOVINDARAJ, his son G. SAKHIVEL took over

the post of Managing Director and he is very talented and soft

handed person. The branch was opened shortly at

Manikampalayam.

The investment of the company at present is Rs.6 Crores.

The company runs on shift basis the employees are working at

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 1.5 shift per day. The company produce high quality of

garments this makes them to market their products in Foreign

countries like Italy, Malaysia, Singapore and Germany.

PRODUCT PROFILE

 KNIT

This name is more famous with the corporate buyers and

most of the export activities being routed this company.

 INFRRA CLOTHING COMPANY

This company is handling Domestic Trading in yarn and

fibers. Also knitting activities under this company.

 KNIT PROCESSORS

All the fabric Dyeing, Garment Washing activities are under

this company.

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 They are having the following infrastructure with highly

equipped plant and machineries to meet international

standards.

 KNIT FINISHERS

All the compacting activities are under this company.

 YARN

PSG Mills (P) Ltd, our owned fully modernized spinning mill

located at Indore, Madhya Pradesh having the capacity of

30000 spindles and it has specilisation of producing yarn using

organic cotton.

Apart from this, PSG Mills is the sole selling agents for the

following famous mills in the Entire South India at Erode

District.

With this they ensure the perfect quality yarn to meet

customers requirement and also having very wide range in

100% cotton yarns including 100% Gasssed Mercerised yarns,

blended yarns, a variety of mélange yarns and Grindle yarns

(Twisted).

 SAMPLING.

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 The exclusive sampling department has an array of

machinery to cater to sampling needs of the buyers round the

year. Experienced sets of skilled personals ensure the quickest

delivery of samples.

The ability to predict future fashion trends is translated into

library of swatches in myriad colors for the four reasons. For

spring, winter, summer, and autumn, a collection of high

fashion styles are prepared. These are shown to buyers

months in advance of the respective season to enable them to

choose, modify or change the styles to suit their own clients

and outlets.

In addition, the designs and styles given by the buyers are

also treated as theirs exclusively.

 KNITTING

Knitting department has 22 circular knitting machines of

Mayer & Co, Germany, Pailung & Orizio, Italy, and 8 flat

knitting machies of Kauo Hung, Taiwan which is capable to knit

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 all kind of Hi-fashion fabrics. It has the capacity to produce 9

tones of fabric per day.

 DYEING

Dyeing department is equipped with soft-flow and HTHP

vessels from Tong- Geng, Taiwan, Dryers from Calator Ruckh,

Germany. Also our dyeing plant is equipped with Santastrecth

fabric stretching machine from Santex, Switzerland for the de-

watering, overstretching and wet compacting of knitted fabrics

in tubular and in extended form, as well as for wet-in-wet

impregnation. Advanced Computer clor 1 matching system

from Data color ensures the perfect color that a customer

need. They have their own garment washing plant and it has

the facility of Garment Washing as per buyers requirement.

Dyeing plant’s per day output will be 10 tones.

 COMPACTING

Compacting department is equipped with latest high-tex

compacting machines from USA and Monti compacting

machine from Italy that can handle fabrics up to 60” width.

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 The shrinkage levels are maintained well within permissible

limits as required limited as required by our customers and

use of state-of-the-art compacting process makes double sure

that shrinkage is controlled perfectly. It’s capacity is 6 tones

per day.

 CUTTING

Apart from the manual cutting patterns it has the CNC

cutting machine from Wastema, Germany with automatic

spreaders and Band Knife cutting machine from Qshima,

Taiwan and also has power operated hand held cutting

machines of 5 hours.

 SEWING

Manufacturing at Eastern Knits follows a highly efficient an

organized pattern. Sewing department is equipped with a

range of imported and indigenous Machineries (around 550

nrs) like Juki, Pegasus, Brother, Hasima to make any

contemporary style garment with perfection. This is where the

garment takes real shape and lot of care has been taken to

achieve perfect finish.

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 It has the vide range of products for mens, ladies, infants

and kids.

For specific garment requirement of the customers, they

have factories that are dedicated to producing only customer –

specific garments a year through. This also enables us to

maintain the high quality standards that buyers are looking

for.

 FINISHING

Finishing department has modern finishing equipment like

steam iron with vacuum tables from Ramsons Veit, latest stain

removing stations, automatic, strapping machines and

spacious packing area with proper light and ventilation. There

is also a final checking area to ensure every packed garment

meets customer’s quality standards.

 QUALITY TEAM

Their TQM ensures the total quality of garments to meet the

international standards.

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 An approved style is replicated by East man knits, taking

into account every little plait, every little tuck, every minute

detail. This party is followed critically from batch to batch.

The completed garment goes through several visual checks

and is finally given the go – ahead by the quality control

people.

For every stage like right from Yarn, quality inspectors are

checking knitting, dyeing, compacting and garmenting quality

parameters.

Quality control equipments that check the garments at

various stages hefore they are presented for the final

inspection prior to shipment, taking quality management a

step further.

We employ technicians who specialized in specific

garments, for extended periods of time. Besides assisting our

workers in reinforcing quality control, they conduct

programmes that train their workers on sewing and finishing

lines.

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 The story behind the success of East Man Knits is one of

people and their dedication to quality. A remarkable group of

talented and highly motivated managers, designers, craftsman

and operations people. And of their efforts that have helped

strengthen their position and satisfy their customers

worldwide.

The carefully planned Geometric Designing and Quality

Control with special attention to Cost effectiveness and

commitment to timely delivery is the hallmark of Infrra Knits.

Quality, variety and cost- competitiveness have always

been their motto. Their in-house design team is constantly

coming up with new and innovative designs, which n only keep

up with the latest trends, but also create new ones. They can

of course, manufacture any products according to the client

provided specifications.

Their In-House laboratory has equipped with all modern

equipments to ensure the quality level at any stage.

Quality, design speed and trust have been the key words

that helped Infrra Knits, needed its present status

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 LIMITATIONS OF THE STUDY

 Most of the respondents are not ready to give the personal

details.

 Respondents are biased towards there information, anyway

cross checks were made to minimize the bias.

 The results are confined to INFRRA TEX and the absenteeism

only

OBJECTIVES OF THE STUDY

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 To know the economic background of the employees.

 To find out the reasons for absenteeism.

 To find out the factors influence the workers for absent in

INFRRA TEX.

 To know the physical and mental conditions of the workers

specially in an of absenteeism.

FUNCTIONS OF PERSONNEL DEPARTMENT

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⇒ SELECTION

The selection is concerned with securing relevant information

about an applicant. This information is secured in a number of

steps or stages. The objectives of selection process is to

determine whether on applicant meets the qualification for

specific jobs and to choose the applicant who is likely to perform

well in that job. He is to be employed in the concerned section

and he is treated as a trainee at first.

Then as per individual management policy based on the

individual performance he will be absorbed for further period. If

an applicant is below 18 years, he will be rejected by the

management.

⇒ TRAINING OF THE PERSONNEL.

After the selection of the personnel for the various categories,

the next function of the personnel department in to arrange the

training which is not only provided to the fresh or newly

appointed workers but also to the existing workers. Training

enables the employees to improve there knowledge, skill, and

39
ability to perform specific jobs. A trained person reduced the cost

of production and avoids all types of wastes.

Thus the expenditure incurred on training is not a waste it is

investment on human capital which will enable the concern to

earn good profit.

⇒ Welfare schemes.

Labour welfare Board Funds Rs.3 per worker. Management

contribution is Rs.6 and the total amount of Rs.9 paid to the

labour welfare fund Board Madras on before 31st January at

every year. Night free tea will b e provided to workers.

TV, TVS 50, Grinder, Mixi, and Spic Jothi Gas are also

provided to the workers on the installments basis with bank

interest Festival advance in paid to all the workers during

festival and the amount is recovered in five installment.

⇒ ADVANCE FACILITY

All the workers have the facility of advance for their

emergency expenses. The advances are deducted from their

wages in the 2nd week and or at the month end.

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⇒ LOANS

The company has got loan for Rs. 2 crores. The company

propose to manufacture polyster yarn. The company may

collect funds though loans from bank, financial institutions etc,

the company loans may be unsecured, secured and open

loans.

⇒ EMPLOYEES PROVIDENT FUND.

All the workers of the company are covered under the

Employees Provident Fund Scheme. For this contribution is

made by the both the workers and the employers as specified

in EPF.

⇒ BONUS

Every year bonus has declared by the management as per

the Bonus Act.

⇒ EMPLOYEE PERSON OF FUND.

If the employee dies this fund is given to the nominated

person.

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⇒ CANTEEN

The canteen comes under the control of the personnel

department. Lunch, tea, coffee, etc are provided to the

workers at reasonable prices. The food item, provided by the

canteen are very cheap as well as good for the health of the

workers.

The tokens are issued in advance for a month on credit

basis which are recovered from the wages.

⇒ HOLIDAYS

1. National Holidays = 4

2. Festival Holidays = 5

⇒ NATIONAL HOLIDAYS

Republic Day, May Day, Independence Day, Gandhi Jayanthi.

⇒ FESTIVAL HOLIDAYS

1. Pongal (or festival 2 days)

2. Deepavali

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 3. Ayutha Pooja

⇒ LEAVE WITH WAGES.

January to December 12 months

240 days + above Working days 1/20 days

⇒ WAGES

26 days

Wages =

Month

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 TIME KEEPING SECTION

FUNCTIONS OF THE TIME OFFICE

1. The main function of the time office is the booking of labour

time.

2. Employees attendance records maintained in this section.

3. Register enter, the attendance record.

4. the Time Keeper should be present in the mil at least 15

Minutes before the commencement of the every shift and

check that the workers come in time for their work.

5. Daily funds, list of overtime works if any, suspensions,

discharge and dismissals, account settling etc.

6. Then he shall sign the tickets. He checks to see that the

No. of Names correspond with number of worker actually

present.

7. If only worker absents himself for one or two days on some

reasonable.

8. Ground, he may be taken from back otherwise and

absenter should not be houred.

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 9. The Time Keeper shall ask the ticket boy to collect and sort

the tickets.]

10. The Time Keeper find out the employees conduct.

Then only is recommended to at management for

increment.

FUNCTIONS OF THE SECURITY SECTION

 To check the discipline among the employees.

 To safe – guard the property of the company.

 To control the flow of visitors.

 To permit coming and out going pass after though check.

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 CONCUSION

The problem of the absenteeism has two sides. It is a

problem to both the individual as well as to the industry. The loss

of productivity to the industry and individuals absenteeism

contribute mostly towards reduction of national income.

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