SOCIAL AUDIT

(WITH SPECIAL REFERENCE TO LAHOTI OVERSEAS LIMITED)

A Summer Project Report

Submitted By
V.SARANYA
(07PIT27)

IN PARTIAL FULFILLMENT OF THE REQURIEMENT FOR THE

DEGREE OF
MASTER OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF

Mrs. P.CHITRAMANI M.B.A, M.Phil, Ph.D.,

DEPARTMENT OF MANAGEMENT STUDIES

AVINASHILINGAM SCHOOL OF MANAGEMENT AND
TECHNOLOGY
COIMBATORE-641 043

JUNE-2008
 CONTENT

CHAPTER NO TITLE PAGE NO

LIST OF TABELS
LIST OF CHARTS
SYNOPSIS
1
INTRODUCTION
TEXTILE INDUSTRY
LAHOTI OVERSEAS LIMITED
SOCIAL AUDIT
OBJECTIVE OF THE STUDY
LIMITATIONS OF THE STUDY
2
REVIEW OF LITERATURE
3 RESEARCH METHODOLOGY

4 ANALYSIS AND INTERPRETATION

5 FINDINGS AND SUGGESTIONS
CONCLUSION
BIBLIOGRAPHY
ANNEXURE
 SYNOPSIS

The report is the outcome of the project entitled “SOCIAL AUDIT”.

It was conducted in the work place of Lahoti Overseas Limited, New
Tirupur. The study was conducted was a period of 45 days. The main
objective of this study is to know about the ongoing compliance audit in the
organisation and study about the job satisfaction, employee’s turnover and
better productivity.
The respondents were the shop floor employees of the organisation.
The sample consisted of 150 employees out of the total population. The data
for the study was primary and secondary in nature. Primary data was
collected from the respondent by means of a structured questionnaire.
As a result of the study, it was found that the employees were satisfied
with their job and all other facilities in the organisation. So there is a reduced
turnover in the company. All the workers are working with full involvement
so there is a higher productivity. The employees will be benefited if they
provide canteen to the employees.
 INTRODUCTION
The project titled “SOCIAL AUDIT” was conducted in “Lahothi
Overseas Limited” with the objective to study about the ongoing compliance
audit in the organisation. This chapter includes the following topics:

 Textile Industry
 Lahoti Overseas Limited
 Social Audit

TEXTILE INDUSTRY

The textile industry is a group of related industries that uses a variety

of natural (cotton, wool, etc.) and/or synthetic fibres to produce fabric. It is a
significant contributor to many national economies, encompassing both
small and large-scale operations worldwide.
One of the earliest to come into existence in India, it comes for 14%
of the total industrial production, contribution to nearly 30% of the total
exports and is the second largest employment generator after agriculture.
The major sectors forming part of the textile industry includes the
organized cotton/manmade fiber textile mill industry, man-made
fiber/filament yarn industry, wollen textile industry, silk industry, handloom
industry, handicraft industry, jute industry, textile industry.
Its vast potential for creation of employments opportunities in the
agricultural, industrial organized and decentralized sectors and rural and
urban areas, particularly for women and the disadvantage is noteworthy.
Although the development of textile sector was earlier taking place, in
recognitions of the importance of this sector, for the first time a separate
policy statement was made in 1985 in regard to development of textile
sector. The textile policy of 2000 aims at achieving the target of textile and
apparel exports of US $ 50 billion by 2010 of which the share of garments
will be US $ 25 billion. The main markets for Indian textile and apparels are
USA, UAE, UK, Germany, France, Italy, Russia, Canada, Bangladesh and
Japan.
The major trust areas identified were Enhancement of Productivity,
Quality Consciousness and Integrated Human Resource Development.
Government ensured to play a proactive role in promoting and facilitating
adoption of IT in the textile industry and trade. Export Promotion councils,
silk board and such organisation will be restructured to suit the present status
of industry and exports.
The textile industry holds significant status in India. It provides one of
the most fundamental necessities of the people. It is an independent industry,
from the basic requirement of raw material to the final products, with huge
value- addition at every stage of processing.
The textile industry is undergoing a major reorientation towards non-
clothing applications of textiles, known as technical textiles, which are
growing roughly at twice rate of textiles for clothing applications and now
account for more than half of total textile production. The processes
involved in producing technical textiles require expensive equipments and
skilled workers and are, for the moment, concentrated in developed
countries. Technical textiles have many applications including bed sheets;
filtration and abrasive materials; furniture and healthcare upholstery; thermal
protection and blood-absorbing materials; seatbelts; adhesive tape, and
multiple other specialized products and applications. The Indian Textile
industry has been undergoing a rapid transformation and is in the process of
integrating with the world textile trade and industry. This change is being
driven by the progressive dismantling of the MFA and the imperative of the
recently signed General Agreement Trade & Tariff. In this bold, new
scenario, India has to move beyond its role of being a mere quota satisfying
country.

HISTORY OF TEXTILE

The history of textile is almost as old as that of human civilization

and as time moves on the history of textile has further enriched itself. In the
6th and 7th century BC, the oldest recorded indication of using fiber comes
with the invention of flax and wool fabric at the excavation of Swiss lake
inhabitants. In India the culture of silk was introduced in 400AD, while
spinning of cotton traces back to 3000BC. In China, the discovery and
consequent development of sericulture and spin silk methods got initiated
at 2640 BC while in Egypt the art of spinning linen and weaving developed
in 3400 BC.

The discovery of machines and their widespread application in

processing natural fibers was a direct outcome of the industrial revolution
of the 18th and 19th centuries. The discoveries of various synthetic fibers
like nylon created a wider market for textile products and gradually led to
the invention of new and improved sources of natural fiber. The
development of transportation and communication facilities facilitated the
path of transaction of localized skills and textile art among various
countries.
CURRENT POSITION OF TEXTILE INDUSTRY IN INDIA:

Textile constitutes the single largest industry in India. The segment

of the industry during the year 2000-01 has been positive. The production
of cotton declined from 156 lakh bales in 1999-2000 to 1.40 lakh bales
during 2000-01. Production of man-made fibre increased from 835 million
kgs in 1999-2000 to 904 million kgs during the year 2000-01 registering a
growth of 8.26%. The production of spun yarn increased to 3160 million
kgs during 2000-01 from 3046 million kgs during 1999-2000 registering a
growth of 3.7%. The production of man-made filament yarn registered a
growth of 2.91% during the year 1999-2000 increasing from 894 million
kgs to 920 million kgs. The production of fabric registered a growth of
2.7% during the year 1999-2000 increasing from 39,208 million sq mtrs to
40,256 million sq mtrs. The production of mill sector declined by 2.6%
while production of handloom, power loom and hosiery sector increased by
2%, 2.7% and 5.1% respectively.

The exports of textiles and garments increased from Rs. 455048

million to Rs. 552424 million, registering a growth of 21%. Growth in the
textile industry in the year 2003-2004 was Rs. 1609 billion. And during
2004-05 production of fabrics touched a peak of 45,378 million square
meters. In the year 2005-06 up to November, production of fabrics
registered a further growth of 9 percent over the corresponding period of
the previous year.
NATIONAL TEXTILE INDUSTRY:

The national textile industry was incorporated in 1968 to manage the

affaires of nationalized sick private sector textile mills taken over by the
government under the Nationalization Acts(the sick textile undertakings)
1974. The Swedish cotton mills company limited (Acquisition and transfer
of undertakings) act 1986. The textile undertakings act 1995.

SEGMENTS:

Textile industry consists of the following segments:

o Readymade Garments
o Cotton Textiles including Handlooms (Mill made/ Power
Loom/ Handloom)
o Man-made Textiles.
o Silk Textiles
o Woolen Textiles.
o Handicrafts including Carpets.
o Coir.
o Jute.
 LAHOTI OVERSEAS LIMITED

LAHOTI OVERSEAS LIMITED is into manufacturing and

exporting of readymade textile garments to the Buyers of USA, UK and
other Foreign Countries. We are catering to the requirement of Global
Market by offering qualitative product at a competent price. We are
committed to offering the best product to the Global Market. We strongly
believe in practicing unique business strategies by following the laws of the
land. We provide conductive work environment, health, safety and welfare
measures to all the employees of our Organization.
Objectives and basic principles and philosophy of the Company

Hard work is the result of its growth and retention of customer’s

satisfaction. Transparency is prevalent in its every activity. Technology
updating is taking place without any iota of hesitation. This organisation is
totally dependent on human skills and hence employee development is very
essential. This is achieved through proper Training and Development.
There is no compromise in achieving technology change and client
satisfaction. Our Company will associate with business partners who follow
high standards on business ethics for producing qualitative garments.
Vision Statement

Our Aim is to become one of the most renowned readymade textile

garment manufacturing facility and to possess unique identity for its highest
standards of quality and highest level of productivity in order to sustain in
the global competition.
 Mission Statement

Our people are our strength. We plan to achieve the vision of our
Organisation by following corporate social responsibilities with best
management practices, for producing proper qualitative products and thus
making ours is the most preferred factory for our customers to place orders
comfortably with out any hesitations.

Organizational Chart and Functions of Various Departments.

ORGANIZATIONAL CHART

Managing director

General Manager

Merchandising/ Operations Quality Finishing HR/Administra

Sampling tion/accounts/
stores/EXIM/I
T/maintenance/
MIS
I) Merchandising

This department functions are as follows:

 Order Procurement
 Costing
 In house arrangement trims and other accessories.
 Coordinating Buyers till the order placements to shipment stage.

II) Sampling

This department prepares proto sample (Design Sample) / pre proto

sample / fit sample.
Once PP is passed factory will do sizes set that means 5 pieces per
size. After that it will be pilot run.

III) Operations

All aspects of manufacturing right, warehouse, line balancing,

execution of orders Cutting, Stitching, washing and all other aspects of
manufacturing.,

IV) Quality

In line Checking, End Line Checking and Final Checking of Garments

the Quality Standards are specified by the Buyers.
V) Finishing

Finishing Department consists of Trimming, Checking, Ironing and

Packing of Garments as per the Buyers specifications.

VI) HR / Administration / Accounts / Stores / EXIM/ Maintenance /

MIS

Human Resources Department

 It deals with Management and Developing people at work.

 Taking care of employee requirement

Accounts Department functions are

 Generating Funds
 Proper Accounting of Income and Expenditure.
Stores:

 Takes care of material management

 Dealing with Logistic Functions

EXIM: -

 Import of required raw materials and machineries

 Export of Garments as per shipment schedule.

IT

 Information Technology will look into possible computerization work

in the Organisation.
  Administration of Local Area Network
 Maintenance of all Systems provided in our Organisation.

Maintenance:-

 To maintain all type of machineries.

 To take care of all type utilities in the Factory such as Boiler, Genset,
Compressor, and Water Treatment Plant etc.
 To maintain all type electrical installation in the Factory.
 To oversee and to maintain project related civil works.

MIS (Management Information Systems)

It provides all required MIS to the Management such as

FUR - Fabric Utility Report

TUR – Trims Utility Report
OCR – Order Completion Report.

Recruitment Policy

It is the policy of LAHOTI OVERSEAS LIMITED

to provide equal opportunity for all qualified persons and not to discriminate
against any employee or applicant for employment because of race, color,
religion, age, national origin, disability, or any other protected status.

This policy applies to all employment decisions, including those in

connection with recruitment, promotion, transfer, training, compensation,
benefits, termination and all other details and conditions of employment.
 SOCIAL AUDIT:

Social audit is perhaps the most important component of factory’s

business equation. A factory’s business depends on it. It can either be a
passport to better business or can be a ticket to doom, depending on the
outcome. Factories can lose their orders if they fail in the audit. Buyers can
terminate business with the factory if grave violations are discovered during
monitoring. Therefore, factories must take compliance audits.

SOCIAL AUDIT CYCLE

Social auditing guides an organization's strategic directions.

It is a cyclical process that sets targets and benchmarks that
become embedded in the planning process.
SCHEDULING OF AUDIT:

Most brands still conduct audit on a pre- announced date and the
factory is aware of the schedule. Very few brands have the policy of making
an unannounced visit for an audit. Even these brands usually indicate a
period within which the audit will take place “unannounced”. A known
schedule helps the factory to be prepared for the audit.

PAYMENT FOR AUDITS:

If the brand is sending its own employee auditors, the factory does not
need to pay for the audit. However, if the brand is sending the third party for
the audit, the factory is required to pay a fee to the auditing agency. This is
true in most cases, though there may be expectations. Currently, the audit fee
varies between $800 and $1500 per day. In addition the factory has to pay
for the travel and accommodation if the auditors are located in another city
or country. The factory is asked to pay the entire fee in advance.

THE AUDIT PROCESS:

Normally the auditor will first meet the factory management and
explain the code of conduct and the audit process. At this stage, the auditor
may remind you of all the documents they would like to see later in the day
so that you can gather all the records required. Meeting with the
management usually lasts an hour.
 After meeting the management, the auditor will tour the factory for
making observations. The auditor will go to all parts of the factory and take
notes. He may also pick up some names of workers at random for
confidential interviews.

After touring the factory, the auditor may decide to interview the
workers in a closed room or may wish to see all the documents/records.
Some auditors like to examine the records first and then interview the
workers.

After completing the factory observation, document examination and

workers interview, the auditor would meet the management again to
conclude the audit. In this meeting, the auditor may seek more clarifications
from the factory management. Normally, the auditor will share his/her
findings in the end and give a copy of the audit report. In some cases, the
auditor may give only an interim copy and the final report may follow later
with more details.

THE AUDIT REPORT:

The audit report is usually structured along the code of conduct standards.
There can be four possible audit results:

1) No violation found(It is rare unless the factory has taken professional

help to prepare the audit)
2) Major violation found (The factory will be asked to carry out a
corrective action plan and a re-audit will be conducted).
 3) Minor violation found (The factory will be asked to carry out a
corrective action plan, though the approval may be granted without
waiting for a re-audit).

4) Extreme violation found (The factory is rejected. Will not be

considered further).

The audit report states specific violations observed and the corrective
action required. If no violation is found, then the audit report will state that.
The report may also indicate good practices the auditor noticed.

In case of violations, the factory is usually asked for a corrective

action plan and a follow-up audit is conducted. A follow-up audit is carried
out when the factory confirms that all corrective actions have been taken.

LETTER OF APPROVAL:

When the factory is approved, the brand will issue an approval letter
after which the factory can receive orders or start production. The factory
must not start production until the approval letter is received.

It may be noted that the final approval may be tied up with the
technical approval. It means the final approval is issued only when the
factory passes the technical audit for quality and product safety. Technical
audits are usually conducted by the quality assurance team and are
independent of the code of conduct audit.
ONGOING MONITORING:

Once the factory is approved, ongoing monitoring begins. However,

only reputed brands have proper ongoing monitoring programs. Under
ongoing monitoring, the code of conduct monitors from the brand visit the
factory periodically. The frequency of visit varies from brand to brand.

COMPLIANCE DECISIONS:

Based on the outcome of audits, the company needs to make prompt

business decisions, including termination of non-compliant factories,
suspension of orders or issuing warnings. Factories can lose order if they fail
in audit.

Key Focus Areas of compliance audit: 

 Child Labor
 Health & Safety
 Working Hours
 Discrimination
 Disciplinary Practices
 Remuneration
 Freedom of Association and Right of Collective Bargaining
 Forced Labor
 Security
 Management Systems
The certificates provided are:

 WRAP (world wide responsible apparel production)

 SA 8000(social accountability 8000)

 FLA (Fair labour association)

 ETI (ethical training initiative)

 ICS (initial clause social)

 CT-PAT (custom trade partnership against terrorism)

Approval of one factory does not automatically extend the permission to

produce in the remaining factories even if they belong to the same
companies. Production in an unapproved factory may be rendered “illegal”
and goods may be rejected.
 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE:

 It is to study about the current ongoing compliance audit in the

organization.

SECONDARY OBJECTIVE:

 It is to find the employees job satisfaction, reduced turnover and better

productivity.
 LIMITATIONS OF THE STUDY

 The study is restricted only to Lahothi Overseas Limited.

 Due to time constraint only 150 samples was selected for this study.
 The opinion given by the respondent has the chance of being biased.
 REVIEW OF LITERATURE

An audit of a specialized welfare rights advocacy service is a part of

social work provision, a large workload including frequent complex cases
and achievement of benefits and grants for patients, careers and families
substantially in excess of the cost of the service.
Jean Levy and Malcolm Payne

Social ‘systems’ which survive in the long term only through being
alive to feedback concerning both their internal (sub system) and external
(super system) environments. The Social Audit process helps organizations
achieve that clarity of purpose and efficiency of procedure.
George Clark

Social accounting and auditing are critical processes for improving the
work of social enterprise. It releases the same scale of changes as was
achieved by a combination of the Joint Stock Company and financial audits.

Jeremy Nicholls

It will probably already be undertaking activities that demonstrate

their social, environmental and economic responsibility.
John Sabapathy
 The more we trust people, the less we require them to prove they are
trust worthy. It is all about ‘Creating Trust’
Andrew Robinson

It is a tool which enables them to measure objectively their social and

economic impacts and demonstrate the depth of their productivity, drive,
dynamism and entrepreneurialism in contributing to the local community
and the wider economy.

Stephen Timms

It represent a less ambitious, but hopefully more productive, attempt

to pose questions and provide answers to reveal the true impact of
organizations on the environment and communities in which they operate.
John Pearce

It has helped us measure our impacts and assess to extend to which

our values have been embraced by our staff.
Alison Ball

The ability of an enterprise to demonstrate its impact and ‘added

value’ must be the key to winning contracts
Kim Griffiths-Parry
 It is a framework which builds on the existing reporting, compliance
and quality standards organisation. It considers objectives and strategy
engage with stakeholders and account for impacts.
Hetan Shah

Social auditing is a process that enables an organisation to assess and

demonstrate its social, economic, and environmental benefits and
limitations. It is a way of measuring the extent to which an organisation lives
up to the shared values and objectives it has committed itself to. It provides
an assessment of the impact of an organization’s non-financial objectives
through systematically and regularly monitoring its performance and the
views of its stakeholders. It requires the involvement of stakeholders. This
may include employees, clients, volunteers, founders, contractors, suppliers
and local residents interested in the organisation. Stakeholders are defined as
those persons or organizations who have an interest in, or who have invested
resources in, the organisation. Social audits are generated by the
organisation themselves and those directly involved. A person or panel of
people external to the organisation undertakes verification of the social
audit's accuracy and objectivity.

Graham Boyd
 RESEARCH METHODOLOGY

INTRODUCTION:
Research methodology is the way to systematically solve the research
problem. It may be understood as a science of studying how research is done
scientifically. In it we study various steps that are generally adopted by a
researcher in studying this problem. It is necessary for the researcher to
know not only the research methods/ techniques but also the methodology.
DATA COLLECTION:
The data collected for the present study constitutes both primary and
secondary data. The data was collected from the employees with the help of
questionnaire which formed the source of primary data. The various records,
magazines; personal data were the main source of secondary data.
(I) PRIMARY DATA:
The primary data are those which collected afresh
and for the first time, and thus happened to be original character.
 Questionnaire method
* Schedule questionnaire
 Observation method
(II) SECONDARY DATA:
The secondary data means data that are already available. i.e. they
refer to the data which have already been collected and analyzed by
someone else and which have already been passed through the statistical
process. The information about the company and its type were collected
from the organizations records.
  Journal
 Books
 Websites
RESEARCH DESIGN:
The research designed for the purpose of the study undertaken is of
descriptive type. The major emphasis of the study is to know the current
ongoing compliance audit in the company.
SAMPLING UNIT:
The sampling units selected for the survey were the shop floor
employees of Lahoti Overseas Limited. The over all population of the
employee in the company is 228 and the technique used to collect the data is
the simple random sampling technique.
SAMPLE SIZE:
The size refers to the number of items or the units to be selected from
the population or the universe to constitute a sample. The sample size must
not be too large or too small it should be optimum. An optimum sample is
that meets the respondent’s efficiency, representatives, flexibility and
reliability. The sample size includes 150 respondents of the company.
TOOLS FOR ANALYSIS:
The data analyzed through simple percentage method. The analyzed
data presented through tables and charts. The formula used for simple
percentage method is,
Number of Respondent
Simple Percentage = *100
. Total Number Of Respondent
 ANALYSIS AND INTERPRETATION

The primary date collected from the employees of

Lahoti Overseas Limited through the structured questionnaire are analyzed
and interpreted as follows.

TABEL SHOWING THE NUMBER OF CHILD LABOUR WORKING IN

THE ORGANISATION
FACTOR NO. OF RESPONDENT PERCENTAGE
YES 0 0%
NO 150 100%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees agree
that there is no child labour in the organisation.
CHART SHOWING THE NUMBER OF CHILD LABOUR WORKING IN
THE ORGANISATION

CHILD LABOUR

0%

YES
NO

100%
 TABEL SHOWING THE DOCUMENTATION PROVIDED WITH
REGARD TO AGE VERIFICATION

FACTOR NO. OF RESPONDENT PERCENTAGE

AGE PROOF CERTIFICATE 78 52%
PASSPORT 0 0%
ELECTION CARD 0 0%
BIRTH CERTIFICATE 70 47%
EDUCATION CERTIFICATE 2 1%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 52% of the employees gave
age proof certificate and 47% of the employees produced birth certificate
and 1% of the employees gave education certificate to prove their age.
CHART SHOWING THE DOCUMENTATION PROVIDED WITH

REGARD TO AGE VERIFICATION

AGE VERIFICATION DOCUMENTS

1%

AGE PROOF CERTIFICATE

PASSPORT
47% 52% ELECTION CARD
BIRTH CERTIFICATE
EDUCATION CERTIFICATE

0%
 TABEL SHOWING THE DISCRIMINATION IN THE ORGANISATION
FACTOR NO. OF RESPONDENT PERCENTAGE
RECRUITMENT 4 3%
SALARY 0 0%
RETIREMENT 0 0%
PROMOTION 0 0%
NONE OF THE ABOVE 146 97%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 3% of the employees are

discriminated in recruitment and 97% of the employees say that there is no
discrimination in the organisation.

CHART SHOWING THE DISCRIMINATION IN THE ORGANISATION

 DISCRIMINATION
3%
0%
0%
0% RECRUITMENT
SALARY
RETIREMENT
PROMOTION
NONE OF THE ABOVE
97%

TABEL SHOWING THE RESPECT AND DIGNITY OF THE WORKERS

 FACTOR NO. OF RESPONDENT PERCENTAGE
YES 132 88%
NO 8 12%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 88% of the employees say that
they are treated with respect and dignity and 12% of the employees say they
are not treated with respect and dignity.

CHART SHOWING THE RESPECT AND DIGNITY OF THE WORKERS

 RRESPECT AND DIGNITY

6%
YES
NO
94%

TABEL SHOWING THE VARIATION IN SALARY BETWEEN MALE AND

FEMALE

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 9 6%
 NO 141 94%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 6% of the employees say there
is a variation in salary between male and female for the same work done and
94% of the employee says that there is no variation in salary between male
and female.

CHART SHOWING THE VARIATION IN SALARY BETWEEN MALE AND

FEMALE
 VARIATION IN SALARY

6%

YES
NO

94%

TABEL SHOWING THE PROBLEMS WITH REGARD TO SEXUAL

HARASSEMENT OR PSYCOLOGICAL ABUSE

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 0 0%
NO 150 100%
TOTAL 150 100
INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there is no problem with regard to sexual harassments or psychological
abuse.

CHART SHOWING THE PROBLEMS WITH REGARD TO SEXUAL

HARASSEMENT OR PSYCOLOGICAL ABUSE
 SEXUAL HARASSEMENT OR PSYCOLOGICAL
ABUSE

YES
0% 100% NO
 TABEL SHOWING THE FREEDOM TO LEAVE THE JOB AFTER GIVING THE
REASONABLE NOTICE
FACTOR NO. OF RESPONDENT PERCENTAGE
YES 144 96%
NO 6 4%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 96% of the employees say
there is a freedom to leave the job after giving reasonable notice and 4% of
the employees say there is no freedom to leave the job after giving
reasonable notice.

CHART SHOWING THE FREEDOM TO LEAVE THE JOB AFTER GIVING THE
REASONABLE NOTICE
 FREEDOM TO LEAVE THE JOB

4%

YES
NO

96%

TABEL SHOWING THE HOW MANY EMPLOYEES WORKING VOLUNTARILY

IN THE ORGANISATION

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 137 91%
NO 13 9%
TOTAL 150 100
INTERPRETATION:

From the above table it is revealed that 91% of the employees say
they are working voluntarily in the organisation and 9% of the employees
say they are not working voluntarily in the organisation.

CHART SHOWING THE HOW MANY EMPLOYEES WORKING VOLUNTARILY

IN THE ORGANISATION
 WORKING VOLUNTARILY IN THE ORGANISATION

9%

YES
NO

91%

TABEL SHOWING THE ORIGINAL DOCUMENTS PROVIDED BEFORE JOINING

THE JOB
 FACTOR NO. OF RESPONDENT PERCENTAGE
PASSPORT 0 0%
EDUCATIONALCERTIFICATE 0 0%
BIRTH CERTIFICATE 0 0%
NATIONAL ID CARDS 0 0%
NONE OF THE ABOVE 150 100%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that they did not provide any original documents before joining in this job.

CHART SHOWING THE ORIGINAL DOCUMENTS PROVIDED BEFORE JOINING

THE JOB
 ORIGINAL DOCUMENTS
0%
0%
0%
0%
PASSPORT
EDUCATIONALCERTIFICATE
BIRTH CERTIFICATE
NATIONAL ID CARDS
NONE OF THE ABOVE
100%

TABEL SHOWING THE DEPOSITES PROVIDED BY THE EMPLOYEE TO JOIN

THE JOB
FACTOR NO. OF RESPONDENT PERCENTAGE
YES 0 0%
 NO 150 100%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that they dint give any deposits to join in this job.

CHART SHOWING THE DEPOSITES PROVIDED BY THE EMPLOYEE TO JOIN

THE JOB
 DEPOSITES

0%

YES
NO

100%

TABEL SHOWING THE EMPLOYEES FORCED TO DO THE JOB BY THE

EMPLOYER

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 4 3%
 NO 146 97%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 3% of the employees forced to

do the job by the employer and 97% of the employees are not forced to do
the job by the employer.

CHART SHOWING THE EMPLOYEES FORCED TO DO THE JOB BY THE

EMPLOYER
 FORCED TO DO THE JOB

3%

YES
NO

97%

TABEL SHOWING THE EMPLOYEE FORCED TO STAY IN THE ORGANISATION

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 8 5%
NO 142 95%
TOTAL 150 100
INTERPRETATION:

From the above table it is revealed that 5% of the employees say they
are forced to stay in the organisation and 95% of the employees say they are
not forced to stay in the organisation.

CHART SHOWING THE EMPLOYEE FORCED TO STAY IN THE

ORGANISATION
 FORCED TO STAY IN THE ORGANISATION

5%

YES
NO

95%

TABEL SHOWING THE ACCESS TO USE TOILETS AND DRINKING WATER AT

ANY TIME

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 141 94%
NO 9 6%
 TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 94% of the employees say
they are free to access to use toilets and drinking water at any time and 6%
of the employees say there is no freedom to use toilets and drinking water at
any time.

CHART SHOWING THE ACCESS TO USE TOILETS AND DRINKING WATER AT

ANY TIME
 ACCESS TO USE TOILETS AND DRINKING WATER

6%

YES
NO

94%

TABEL SHOWING THE LABOUR UNION IN THE ORGANISATION

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 0 0%
NO 150 100%
TOTAL 150 100

INTERPRETATION:
 From the above table it is revealed that 100% of the employees say
there is no labour union in the organisation. They have the employee
committee and the representative is Mr. Arockya Dass.

CHART SHOWING THE LABOUR UNION IN THE ORGANISATION

LABOUR UNION

0%

YES
NO

100%
 TABEL SHOWING THE RIGHT TO GIVE COMPLAINT TO THE SENIOR
MANAGEMENT

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 133 89%
NO 17 11%
TOTAL 150 100

INTERPRETATION:
 From the above table it is revealed that 89% of the employees have
the right to give compliant to the senior management and 11% of the
employees say there is no right to give compliant to the senior management

CHART SHOWING THE RIGHT TO GIVE COMPLAINT TO THE SENIOR

MANAGEMENT
 RIGHT TO GIVE COMPLIANT

11%

YES
NO

89%

TABEL SHOWING THE SOLUTIONS GIVEN BY THE MANAGEMENT FOR THE

COMPLIANTS MADE

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 139 93%
NO 11 7%
 TOTAL 150 100

INTERPRETATION:

From the above table it is revealed 93% of the employees say that the
management is giving solutions for the complaints made and 7% of the
employees say that the organisation is not giving solutions for the
complaints made.

CHART SHOWING THE SOLUTIONS GIVEN BY THE MANAGEMENT FOR THE

COMPLIANTS MADE
 SOLUTIONS FOR THE COMPLIANTS MADE

7%

YES
NO

93%

TABEL SHOWING THE RIGHT TO GIVE OPINIONS AND SUGGESTIONS BY

THE EMPLOYEES

FACTOR NO. OF RESPONDENT PERCENTAGE

ALWAYS 12 8%

SOMETIMES 119 80%

RARELY 11 7%
 NEVER 8 5%

TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 8% of the employees say that
they give opinions and suggestion always and 80% of the employees say that
they give opinions and suggestion sometimes and 7% the employees say that
they give opinions and suggestion rarely and 5% the employees say that they
never give opinions and suggestion with regard to their job.

CHART SHOWING THE RIGHT TO GIVE OPINIONS AND SUGGESTIONS BY

THE EMPLOYEES
 OPINION AND SUGGESTION

5% 8%
7%

ALWAYS
SOMETIMES
RARELY
NEVER

80%

TABEL SHOWING THE SATISFACTION OF THE SALARY

FACTOR NO. OF RESPONDENT PERCENTAGE

HIGHLY SATISFIED 137 91%
 SATISFIED 9 6%

NEUTRAL 0 0%

DISSATIAFIED 3 2%

HIGHLY DISSATISFIED 1 1%

TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 91% of the employees are
highly satisfied with their salary and 6% of the employees are satisfied with
their salary and 2% of the employees are dissatisfied and 1% of the
employees are highly dissatisfied with their salary.

CHART SHOWING THE SATISFACTION OF THE SALARY

 SATISFACTION OF THE SALARY
1%
2%
0%
6%
HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY DISSATISFIED
91%

TABEL SHOWING THE METHOD OF PAYMENT OF SALARY

 FACTOR NO. OF RESPONDENT PERCENTAGE
BY CASH 150 100%

BY CHEQUE 0 0%

DIRECT TO BANK 0 0%

TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees agree
that the salary is given by cash.

CHART SHOWING THE METHOD OF PAYMENT OF SALARY

 MODE OF PAYMENT OF WAGES

0%
0%

BY CASH
BY CHEQUE
DIRECT TO BANK

100%

TABEL SHOWING WHETHER THE WAGE SLIP IS PROVIDED

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 150 100%
NO 0 0%
 TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that the organisation is giving wage slip.

CHART SHOWING WHETHER THE WAGE SLIP IS PROVIDED

 WAGE SLIP

0%

YES
NO

100%

TABEL SHOWING THE WORKING OF OVERTIME

FACTOR NO. OF RESPONDENT PERCENTAGE

ALWAYS 11 7%

SOMETIMES 113 77%

 RARELY 17 12%

NEVER 9 6%

TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 7% of the employees say that
they work in overtime always and 77% of the employees say that they work
in overtime sometimes and 12% the employees say that they work in
overtime rarely and 6% the employees say that they never work in overtime.

CHART SHOWING THE WORKING OF OVERTIME

 OVERTIME

6% 7%
11%
ALWAYS
SOMETIMES
RARELY
NEVER

76%

TABEL SHOWING THE RIGHT TO REFUSE THE OVERTIME WORK

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 139 93%
NO 11 7%
 TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 93% of the employees say that
they have the right to refuse the overtime work and 7% of the employees say
that they have no right to refuse the overtime work.

CHART SHOWING THE RIGHT TO REFUSE THE OVERTIME WORK

RIGHT TO REFUSE THE OVERTIME

7%

YES
NO

93%
 TABEL SHOWING THE OPPORTUNITY TO WORK OVERTIME

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 127 85%
NO 23 15%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 85% of the employees have
the opportunity to work in overtime and 15% of the employees are not
having the opportunity.

CHART SHOWING THE OPPORTUNITY TO WORK OVERTIME

 OPPORTUNITY FOR OVERTIME

15%

YES
NO

85%

TABEL SHOWING THE DICIPLINAREY ACTION RECENTLY MADE IN THE

ORGANISATION

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 0 0%
 NO 150 100%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there is no disciplinary action taken recently in the organisation.

CHART SHOWING THE DICIPLINAREY ACTION RECENTLY MADE IN THE

ORGANISATION
 DISCIPLINARY ACTION

0%

YES
NO

100%

TABEL SHOWING THE REPRESENTATIVE RESPONSIBLE FOR HEALTH AND

SAFETY

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 150 100%
NO 0 0%
 TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there is a representative responsible for health and safety and her name
is Ms. Lavanya.

CHART SHOWING THE REPRESENTATIVE RESPONSIBLE FOR HEALTH AND

SAFETY
REPRESENTATIVE RESPONSIBLE FOR HEALTH AND
SAFETY

0%

YES
NO

100%
 TABEL SHOWING THE SEPARATE REST ROOMS FOR MALE AND FEMALE

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 150 100%
NO 0 0%
TOTAL 150 100

INTERPRETATION:
 From the above table it is revealed that 100% of the employees say
that there is a separate rest room for male and female.

CHART SHOWING THEREST

SEPA=ERATE SEPARATE
ROOM REST ROOMS
FOR MALE FOR
AND MALE AND FEMALE
FEMALE

0%

YES
NO

100%
 TABEL SHOWING WHETHER THE COMPANY IS PROVIDING CLEAN
DRINKING WATER

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 143 95%
NO 7 5%
TOTAL 150 100

INTERPRETATION:
 From the above table it is revealed that 95% of the employees say that
the organisation is providing clean drinking water and 5% of the employees
say there in no clean drinking water provided in the organisation.

CHART SHOWING WHETHER THE COMPANY IS PROVIDING CLEAN

DRINKING WATER

CLEAN DRINKING WATER

5%

YES
NO

95%
 TABEL SHOWING THE CANTEEN FACILITY

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 0 0%
NO 150 100%
TOTAL 150 100

INTERPRETATION:
 From the above table it is revealed that 100% of the employees say
that there is no canteen facility in the organisation. Instead of this the
organisation is providing a tea man for the employees.

CHART SHOWING THE CANTEEN FACILITY

CANTEEN FACILITY

0%

YES
NO

100%
TABEL SHOWING THE SEPARATE LATRINES AND URINALS FOR MALE AND
FEMALE

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 150 100%
NO 0 0%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there are a separate latrines and urinals for male and female in the
organisation. For male 9 latrines and 1 bathroom and for female 7 latrines
and 1 bathroom provided.

CHART SHOWING THE SEPARATE LATRINES AND URINALS FOR MALE AND
FEMALE

SEPARATE LATRINES AND URINALS

0%

YES
NO

100%
 TABEL SHOWING THE FIRST AID BOX FACILITY

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 150 100%
NO 0 0%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there is a first aid box in the organisation and 5 male and 5 female are
trained in that.
CHART SHOWING THE FIRST AID BOX FACILITY

FIRST AID BOX FACILITY

0%

YES
NO

100%
 TABEL SHOWING THE FACILITY OF WARNING ALARMS, SMOKE
DETECTORS ETC….

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 150 100%
NO 0 0%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there is a facility of warning alarms, smoke detectors in the
organisation.
CHART SHOWING THE FACILITY OF WARNING ALARMS, SMOKE
DETECTORS ETC…

FACILITY OF SMOKE DETECTOR ETC

0%

YES
NO

100%
TABEL SHOWING WHETHER THE EMPLOYEES ARE TRAINED FOR THE FIRE
FIGHTING PROCEDURE

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 146 97%
NO 4 3%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 97% of the employees say that
there were trained for the fire fighting procedure and 3% of the employees
say that they are not trained for the fire fighting procedure.
CHART SHOWING WHETHER THE EMPLOYEES ARE TRAINED FOR THE FIRE
FIGHTING PROCEDURE

FIRE FIGHTING PROCEDURE

3%

YES
NO

97%
 TABEL SHOWING WHETHER THE ORGANISATION FACES ANY FIRE
ACCIDENT RECENTLY

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 0 0%
NO 150 100%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that the organisation did not face any fire accident recently.
CHART SHOWING WHETHER THE ORGANISATION FACES ANY FIRE
ACCIDENT RECENTLY

FIRE ACCIDENT RECENTLY

0%

YES
NO

100%
 TABEL SHOWING THE DORMITORY FACILITY IN THE ORGANISATION

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 0 0%
NO 150 100%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 100% of the employees say
that there is no dormitory facility in the organisation.
CHART SHOWING THE DORMITORY FACILITY IN THE ORGANISATION

DORMITORY FACILITY

0%

YES
NO

100%
 TABEL SHOWING WHETHER THE EMPLOYEES ARE HAVING IDEA TO QUIT
THE JOB
FACTOR NO. OF RESPONDENT PERCENTAGE
YES 3 2%
NO 147 98%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 2% of the employees say that
they are having idea to quit the job and 98% of the employees say that they
don’t have any idea to leave the job.
CHART SHOWING WHETHER THE EMPLOYEES ARE HAVING IDEA TO QUIT
THE JOB

IDEA TO QUIT THE JOB

2%

YES
NO

98%
 TABEL SHOWING THE SATISFACTION OF THE JOB

FACTOR NO. OF RESPONDENT PERCENTAGE

HIGHLY SATISFIED 133 89%

SATISFIED 13 9%

NEUTRAL 0 0%

DISSATIAFIED 2 1%

HIGHLY DISSATISFIED 2 1%

TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 89% of the employees are
highly satisfied with their job and 9% of the employees are satisfied with
their job and 2% of the employees are dissatisfied and 1% of the employees
are highly dissatisfied with their job.
CHART SHOWING THE SATISFACTION OF THE JOB

1% SATISFACTION OF JOB
1%
0%
9%

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY DISSATISFIED

89%
 TABEL SHOWING WHETHER THE EMPLOYEES ARE WORKING WITH FULL
INVOLVEMENT

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 141 94%
NO 9 6%
TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 94% of the employees say that
they working with full involvement and 6% of the employees say that they
are not working with full involvement.
CHART SHOWING WHETHER THE EMPLOYEES ARE WORKING WITH FULL
INVOLVEMENT

FULL INVOLVEMENT

6%

YES
NO

94%
 TABEL SHOWING WHETHER THE EMPLOYEE IS MOTIVATED BY THE
ORGANISATION

FACTOR NO. OF RESPONDENT PERCENTAGE

YES 128 85%
NO 22 15%
TOTAL 150 100

IF YES, IN WHAT ASPECT

FACTOR NO. OF RESPONDENT PERCENTAGE

APPRECIATION 6 5%

INCENTIVE 65 51%

PROMOTION 0 0%

ATTENDENCE BONUS 57 44%

TOTAL 150 100

INTERPRETATION:

From the above table it is revealed that 85% of the employees are
motivated in the organisation with that 5% are motivated through
appreciation and 51% of the employees are motivated by incentives and 44%
of the employees are motivated by attendance bonus and 15% of the
employees say that they are not motivated in the organisation.
CHART SHOWING WHETHER THE EMPLOYEE IS MOTIVATED BY THE
ORGANISATION

MOTIVATION

15%

YES
NO

85%

CHART SHOWING THE MOTIVATION FACTORS IN THE ORGANISATION

MOTIVATION FACTOR

5%
APPRECIATION
45%
INCENTIVE
PROMOTION
50% ATTENDANCE BONUS
0%
 FINDINGS

The primary data analyzed and interpreted helps the researcher in

finding the fact from the employees.
 Majority of the employees working in the organisation belong to
the age group between 25 and 35.
 It is clear that there is no child labor in the organisation.
 52% of the employees provides age proof certificate in order to
prove their age.
 97% of the employees say there is no discrimination in
recruitment, promotion, salary etc…
 88% of the employees say that they are treated with respect and
dignity in the organisation.
 94% of the employees agree that there is no variation in the salary
between male and female for the same work done.
 100% of the employees say that there are no problems with regard
to sexual harassment or psychological abuse.
 96% of the employees say there is a freedom to leave the job after
giving reasonable notice.
 91% of employees are working voluntarily in the organisation.
 100% of the employees say that they dint provide any original
document before joining in this organisation.
 97% of the employees say that they are not forced to do the job in
the organisation.
 95% of the employees say that they are not forced to stay in the
organisation.
 There is no labour union in the organisation. An employee
committee was represented by Mr. Arockya Dass.
 80% of the employees give opinion and suggestions with regard to
their job.
 91% of the employees are highly satisfied with their salary.
 Wages are given by cash and wage slip is provided to each
employees.
 77% of the employees are working in overtime. 85% of the
employees have the opportunity to work in overtime.
 93% of the employees have the right to refuse overtime work.
 There is a separate rest room for male and female.
 Ms.Lavanya is responsible for health and safety measures.
 Mostly salary is given in first Saturday of a month. Only ESI and
PF are deducted in the wages.
 Overtime wage is double the wage amount.
 97% of the employees are trained in fire fighting procedures.
 There is no dormitory facility in the organisation.
 98% of the employees are not willing to quit the job.
 94% of the employees are working in full involvement so that
there is a better productivity in the organisation.
 85% of the employees are motivated by attendance bonus.
 SUGGESTIONS

 Few employees say that they are not treated with respect and dignity
in the organisation. So all the employees should be treated well.
 Opinions and suggestions given by the employees should be
welcomed by the employers.
 Few employees fell that they are not motivated in the organisation. So
the organisation should motivate each and every one.
 Employees will be benefited if the organisation provides dormitory
facility.
 Canteen facility can be implemented in the organisation.
 CONCLUSION

It has become a common practice to handle the compliance audit

function through the personnel or HR department. Personnel or HR
department is given a direct responsibility for ensuring compliance. Though
the compliance manager needs to work closely with the HR and other
departments, he/she should ideally report directly to the top management.

Their role should not stop at just getting the factory passed on the
audit day. It should include making the factory competitive in terms of code
of conduct compliance.

The research work has attained the results which were aimed for. The
response from the employees helped the researcher to attain the result.
 QUESTIONNAIRE (TO THE WORKERS)

Dear worker,
I am conducting a study on social compliance. So kindly spend some minutes to fill this
questionnaire.

PERSONAL IDENTIFICATION:

Name …………………………………

Age ……………..

Gender Male Female

Qualification……………………….

Department …………………………..

1) Are there workers in this factory younger than 15 years of age?

Yes No

2) What documentation do you provide with regard to age verification?

Age proof certificate Doctor Certificate

Education certificate Birth Certificate

Passport Election Card

3) Is there any discrimination in

Recruitment Salary

Employment Retirement

Promotion None of the above

 4) Does the organisation treat all workers with respect and dignity?

Yes No

5) Is there any variation in salary with regard to male and female for the same work
done?

Yes No

If yes, specify……………………………………………….

6) Did you face any problems with regard to sexual harassment or psychological
abuse?

Yes No

If yes, did the organisation take corrective action to that person?

Yes No

7) Do you have freedom to leave the job after giving reasonable notice?

Yes No

8) Are you working voluntarily in this organisation?

Yes No

9) Did you provide any of the following documents before joining in this
organisation?

Passport (original)

Educational certificate (original)

Birth certificate (original)

National ID cards (original)

None of the above

10) Did u give any deposits for joining the job?

Yes No
 11) Are you forced to do the job by the employer?

Yes No

12) Are you forced to stay in his organisation?

Yes No
13) Do you have access to use toilets and drinking water at any time?

Yes No

14) Is there a Labour union in the organisation?

Yes No

If no, what types of committee and name the representative do u have

……………………………………………………………………………………………

15) Do all the workers have the right to give complaints to the senior management?

Yes No

16) Does the management try to give solutions for the complaints you made?

Yes No

If yes, what is the recent compliant that you have

made……………………………………………………………………………………
………………………………………………………………………………………….

17) Do the employees have the right to give opinions and suggestions with regard to the
work?

Always Sometimes Rarely Never

18) What is your working time?

…………..a.m TO ………… p.m

Lunch hours ……………………

Tea break………………………..

19) What is your salary…………………….?

20) Are you satisfied with your salary?

 Highly Satisfied Not decided

Satisfied Dissatisfied highly dissatisfied

21) Method of payment?

By cash

By cheque

Direct to bank

22) Are you provided with wage slip?

Yes No

23) When the salary is given………………………………………………?

24) What are the deductions made in your wages?

………………………………………………………………………………………

25) Do you work in overtime?

Always Sometimes Rarely Never

26) What is the overtime hour per week…………………….?

27) What is the overtime wage per week…………………….?

28) Do the workers have the right to refuse overtime?

Yes No

29) Do all employees have the equal opportunity to work overtime?

Always Sometimes Frequently Never

30) Is there any disciplinary action recently made in you organisation?

Yes No
If yes, specify……………………………………………………………………………

31) Is there a representative responsible for health and safety of all personnel in the
organization?
 Yes No

If yes, name the person…………………………………

32) Do you have separate rest rooms for male and female?

Yes No

33) Are you provided with clean drinking water?

Yes No

34) What is the safety measures provided to you with regard to the job?
…………………………………………………………………………………………

35) Do you have canteen facility?

Yes No

If no, do you have any other facility (specify)…………………………………..

36) Is there separate latrines and urinals for male and female?

Yes No

37) Is there first aid kit in your organisation?

Yes No

38) How many people are trained in first aid?

Male ________ Female__________

39) Is there any warning alarms, smoke detectors etc system in case of an emergency?

Yes No

40) Are the employees trained for the fire fighting procedures?

Yes No

41) Does the organisation face any fire accident recently?

 Yes No

If yes, when……………………………………………………

42) Do you have dormitories facilities in the organisation?

Yes No

If yes specify…………………………………………………....
43) Do you have an idea to quit the job?

Yes No

If yes, specify the

reason………………………………………………………………………………………

44) Are you satisfied with your job?

Highly Satisfied Not decided

Satisfied Dissatisfied highly dissatisfied

45) Are you working with full involvement?

Yes No

46) Are you motivated by the superiors in the organization to improve your standards?

Yes No

If yes, in what aspect

Appreciation

Incentive

Promotion

Others (specify)…………..