Professional Documents
Culture Documents
PREFACE
5. INDUSTRIAL RELATIONS
6. WELFARE SCHEMES
7. STATUTORY SCHEMES
9. MOTIVATIONAL SCHEMES
12. CONCLUSION
13. BIBLOGRAPHY
COMPANY
PROFILE
NATIONAL FERTILIZERS LIMITED
Incorporation
NFL has been making profit consistently. The Company recorded pre-tax
profit of Rs.48.33 crores during 2001-02. However, the increase in profit
during the year is on account of past periods arrears of subsidy pertaining
to 7th & 8th pricing period
INFORMATION TECHNOLOGY
NFL has brought in latest information technology for its day-to-day use.
The Company has a satellite-based communication system installed with
the assistance of NIC at its office complex in NOIDA, units and zonal
Marketing office. All the locations have Local Area network. The
company has its Internet Website WWW.nationalfertilizers.com and
intranet website for providing information to all employees.
SPECIALISED SERVICES
The company assesses its human resources as its most valuable assets.
NFL, for a long time, has been providing specialized services to outside
Companies both in India and abroad. These services include project
commissioning, plant operations, maintenance and trouble-shooting. The
company, recently provided training to the engineers of m/s petro
vietnam, Vietnam at NFL vijapur.
With a view to promote the use of Hindi as official language and to meet
its provisions, rules made there under and for compliance of related
statutory obligations, the company has been making efforts consistently.
Cash incentive Scheme has been implemented to provide encouragement
to the employees for workings in Hindi. Various competitions and
programmes are organized to propagate the use of official language.
MEMORANDUM OF UNDERSTANDING
MARKETING NETWORK
NOIDA
BHOPAL LUCKNOW CHANDIGARH
1) BHOPAL
2) LUCKNOW
3) CHANDIGARH
The total production capacity of all the four units (Nangal ,Bhatinda,
Panipat, vijaipur) is 9550 MT Per Day & other product and By-products
are present in the Following:
•N
(P
M
•Bhatin
(Punja
PANIPAT UNIT
PROFILE
The Panipat Unit of NFL.is situated on National Highway No. 1 and
Delhi-Amritsar railway trunk route. Panipat city is about 90 km from
Delhi and is covered in National Capital Region. Panipat is a historical
city, which was the scene of three historical battles. Panipat is also
famous for its handloom industry.
The Govt. of India approved the Panipat project on 10th February 1975
for implementation. Prime consultants for design, engineering, erection
and commissioning of the plant were M/s Toyo engineering corporation
of Japan and M/s engineers India Ltd. Starting from the zero-date
30.4.75, the feed in was achieved on 1.9.78 ie. within 40 months of the
zero –date. The Unit went in commercial production from 1.9.79. The
total cost of the project was rs.221.33 crores.
Performance of the Unit in all areas of its performance has also been
acknowledged. It has won number of awards and recognitions in the field
of production, productivity, safety, welfare, innovation, environment
protection, skills etc. The Unit is well known for its commitment towards
environment protection and social welfare in the region.
Panipat Unit is considered the show window of the company. The Unit
being near to national capital, it hosts a number of distinguished guests
and visitors from with and outside the country. The visitors show keen
interest in the functioning of the plant and appreciate the progress made
by the fertilizers industry in the country.
AMMONIA PLANT
The ammonia plant is based on fuel oil as feedstock and is designed to
produce 900 MT/Day of Ammonia. The fuel is partially oxidized in the
gasification reactor at 1,350 degree C by shell gasification process. The
raw gas produced in the reactors mainly consists of H2, CO, CO2 and
H2S. The heat generated in the process is recovered in the waste heat
boilers to produce High-pressure steam at 100 Kg/Cm2.about 80% of the
carbon produced in the Gasification Reactors, is recycled along with the
feedstock.
The process gas from Rectisol Section is sent to the Nitrogen Wash Unit
(NWU) to remove the traces of impurities (CO, Methanol, and Methane)
by liquid Nitrogen wash. Nitrogen is further added to the process gas (i.e.
Hydrogen) to obtain a ratio of 3 : 1 of N2 & H2. This synthesis gas
mixture is compressed to 230 Kg/Cm2 pressure and synthesis of N2 and
H2 is carried out in the Haldor Topsoe loop in a radial flow Ammonia
Convertor and Ammonia is produced.
UREA PLANT
Urea Plant is designed to produce 1,550 TPD based on Mitsui Toatsu
Total Recycle ‘C’ improved process. The Ammonia and Carbon Di-
oxide, produced in Ammonia plant, are pressurized to about 250 Kg/cm2
pressure. Synthesis takes place in Urea Reactor, where Ammonia and
CO2 react at 250 Kg/cm2 pressure and 200 degree C temperature to
produce Urea. The Reactor outlet products are then decomposed. The
Urea solution, produced in this process, is crystallized in the Vacuum
Crystallizer. Crystal slurry is centrifuged to separate crystals, which are
then dried in the dryer and pneumatically conveyed to the top of prilling
tower. Urea crystals are melted in the melter and the molten Urea is
sprayed through Acoustic Granulators from 68-meter high prilling tower.
Urea in the form of prills is collected at the bottom of the prilling tower
on CFD bed, where it is cooled by air. Products Urea is, then, sent to
Bagging Plant and bagged in 50 kg bags.
UREA PLANT
Burning at 1350oC
Fuel Oil CO + H2
Extracting
CO CO2
PRODUCTION PERFORMANCE-
Peaks in production scale are as follows:-
RECORDS:
Instrument and Plant Air: Four Instrument Air Compressors and one
Service Air Compressor, each of 1,420 NM3/hr.capacity.
Cooling Tower: Four cooling towers for Ammonia, Captive Power and
Urea Plants.
Coal Handling: To supply 150 MT/hr. of crushed coal to three Steam
Generation Plant Boilers and 200MT/hr. to Captive Power Plant Boiler.
Fuel Oil Handling and Storage: Three tanks for storage of fuel oil,
each of 10,000 KL capacity. Facility for unloading a rake of railway tank
wagons of fuel oil/LSHS.
SMC
S: - STEAM GENERATION PLANT
M: - MATERIAL HANDLING
C: - CAPTIVE POWER PLANT
A world class
Innovative
Competitive
Profitable Fertilizers Enterprise Providing total business solution.
MISSION
VALUES
Meeting commitment made to external and internal customer.
Foster Learning creativity and speed of response.
Respect for dignity and potential for individual.
Loyalty and ride in the Company
Team Playing.
H.R
MANAGEMENT
CORPORATE OBJECTIVE
➢ NFL is an instrument to the society .To achieve this NFL must:-
➢ Select capable people and improve their knowledge and skills on
organized basis.
➢ Motivate and enthuse the employees to achieve higher productivity
with team spirit.
➢ Lay down integrated objective, define individual goals and
maintain an atmosphere conducive to achieve this goal.
MICRO OBJECTIVES
➢ To achieve higher productivity.
➢ Conducting R & D.
➢ To increase profitability.
FUTURE PLANS
➢ The company has made plans to rewamp its fuel oil based Panipat
& Bathinda plants. The revamp aimed to make the fuel oil based
plants more energy efficient is awaiting the disinvestments of the
company.
To look after the various functions set for the organization adequate
resources in men and material s have to arranged but individuals who
serve as managers or supervisors with in organizations. There musty be
proper co-ordination of money, machinery, material and men. The
resources by themselves will not help the organization to accomplish the
objectives , unless there is an effective co-ordination and utilization of
these human resources .This is possible only by the combined efforts of
people the most important resources .Managing the human components
the central and most important task, because all else depends on how well
it is done .
• Workers themselves.
FUNCTIONS OF HR DEPARTMENT
AT N.F.L PANIPAT
FINANCE
SUBSYSTEM
P&A TECHNICAL
MATERIAL SUB SYSTEM SUBSYSTEM
SUBSYSTEM
MARKETTING
SUBSYSTEM
OBJECTIVES OF P&A
The objective of P&A is to attain maximum individual development,
desirable working relationship between employers & employees and
employees & employees. So there must be effective molding of human
resources as contrasted with physical resources. As a result there is an
integration of interests of employees and management:
INTEGRATION OF INTERESTS
HRD section organizes productivity week and the oil conservation week,
in which the expert faculty on various aspects of the topics systematically
educates the employees systematically educates employees.
HRD
Sw anson
T ra in in g
HR DEPARTMENT HIERARCHY
G.M
(HR)
Dy.MGR
(P&A)
MANAGER MANAGER
(P&A) (P&A)
WELFARE,
SCHOOL,
CISF.
ESTATE,
CTV,
SANITATIO
MEDICAL P.R
CANTEEN,
STATISTICAL, ESTABLISHMENT FURNITURE,
COMPUTER, BUDGET
ACR/APPS/
RECRUITMENT. TEL, FAX
GUEST DAIRY
HOUSE &
DISPATCH/
HINDI
INDUSTRIAL RELATIONS
➢ Work committee
➢ Livery Committee
➢ Sports committee
DEVELIONEBTS OF INDUSTRIAL RELATIONS – IN INDIA.
S1.NO. Contents Page No.
1. Introduction. 1
2. Industrial Relations 1
3. Approaches. 3
3.1 Legislative Approach. 3
3.2 Industrial Disputes Act. 3
3.2.1 Works Committee. 4.
3.2.2 Industrial Employment 4.
(Standing Order) Act.
3.3 Voluntary Approach. 6.
3.4 Joint Management Councils. 6.
3.5 Voluntary Arbitration. 7.
3.6 Joint Consultation. 7.
3.7 Voluntary Arbitration. 8.
3.8 Collective Bargaining. 8.
3.9 National Commission On Labour. 9.
3.10 Worker’s Participation in Mgt. 9.
4. Effects of Best Industrial Relations 10.
5. Conclusion. 11.
DEVELIONEBTS OF INDUSTRIAL RELATIONS – IN INDIA.
1. Introduction.
The history of industrial Relations ins incomplete without an account of the
rise of the organized labour movement in the country. In this section, an
attempt is made to describe the rise and growth of the trade union movements
in India. Because of this success in organizing labour in important industries,
trade unions now have a significant role in the industrial life of the country,
inspite of the fact that the number of workers organized in industry in the
country really start after the first World War, though prior to that some
attempts were made here and there to organize the labour in unions. In the
early days of industrialization, the condition of labour was rather appalling and
there was no regulation in respect of working conditions and hours of works.
Not only that the labour was often physically mal-treated, child labour was
also employed. There was very little effort on the part of the Government to
do away with these practices. However, due to various reasons and pressures,
the Government eventually had to do come thing for the conditions of the
labour. The result of such efforts brought about the introduction of Factories
Act to regulate to hours of work and the working condition of labour
employed in the Factories.
2. Industrial Relations.
Industrial Relations generally mean the relationship between the management and the
organized labour in an industrial organization of within an industry. Among the various
important factors which determine and regulate this relationship are the industrial
relation policy of the organization, attitudes of both the management and the labour,
strength if the labour unions multiplicity of unions, joint consultation and labour
legislations. Industrial Relations, However, is primarily a matter of attitudes, i.e., how
does the management feel about the labour and vice. Good relationship can not ,
however, be grown overnight, but has to be developed by both the parties, over a
period. It is only through an attitude of mutual trust and respect that harmonious and
cordial industrial relation can develop in an organization of industry.
(2) Harmonious industrial relation within an organization is
essential for its efficient running. No organization can function
effectively and produce the goods and services if there are constant
strafes and turmoil between the management and the labour. It is
impossible to introduce any innovation or effect any productivity
improvement exclusively through the various industrial engineering
techniques. Looking at industrial relations, therefore, from a broader
national and economic view point, it is an important pre- requisite for
national and economic growth of the country. One of the major
problems of developing countries is to increase the per capita income
of the population through rapid industrialization as well as through
improvement in agricultural field. Industrialization will create more
employment opportunities and will help in achieving better standard of
living. For raid industrialization, climate has to be created which will
encourage investment and attract the enterprise. One of the major
actors which attracts investment is the state of industrial peace. No
nation can take up a programmer of industrialist ion unless the proper
climate prevails. Strafes, un-rests, and lock – outs only lead to loss of
man – days in i9ndustries and consequent monetary loss to the nation
in terms of lost production.
Everyone whether he is a member of the management or a
worker has the responsibility for improving the situation. As a member
of a management team, the supervisor is in the fortunate position of
being in direct contact with workmen. His role, therefore can be of
immense value in promoting good industrial relations in the
organization, Frictions and strifes are very often results of unresolved
minor day-to – day grievances, favouritism, bad human relation and
numerous other reasons which the supervisor may be in a position to
take care of. Earlier it was mentioned that good industrial relations is
primarily a matter of attitude between the management and the workers
and has to be constantly nurtured by both the parties. It is through daily
dealing. Justice and prompt handling of grievances that such a spirit of
mutual confidence and trust can be built up between the supervisor and
his men It should, however, be thought that it is only the Supervisor in
the organistion who is responsible for promoting good industrial
relations, but it is the responsibility of every member of the
organistation. Some of the causes of the disputes may be well beyond
his authority to remove and may be requiring the action of the higher
management. Nevertheless, his role is stressed because of his unique
position in the organization. The supervisor, if he is to carry – out his
role effectively to promote good important labour legislations and
agencies to settle desputes.
3. Approaches
Industrial Relations in India today is regulated through compulsory measures such as-s,
legislations, adjudications etc. As well as through voluntary efforts like collective
bargaining, joint consultation etc. though by industrial relations we primarily mean the
relationship between the management and the organised labour, the Government or
Stateplays an important role in regulating this relationship either through intervention or
influence.
Legislative Approach
The Government plays a dominant role in shaping the pattern of industrial relations in
the country. Historiqlly, this had been mainly through various labour legislations.
Conditions of labour also have an important bearing on industrial relations. Beginning
in the twenties, when organised labour movement started to take shape, different
legislations were passed from time to time aiming to improve the donditions of labour
as well to regulate the relationship between the employer and the employee. Among the
legislations passed during the 1920’ (s mention can be made of the amendment to the
factories Act in 1922, the workmen’s Compensation Act, 1923, and the Mines Act,
1923 in respect of the former and the Indian Trade union Act of 1926 and the trade
disputes Act, 1929 in respect of the latter.
3.2 Industrial Disputes Act.
In the year immediately following independence, the task before the national
Government was to meet the problem of rapid industrialization. To meet this urgent
need, it was considered necessary by the Government to continue the practice of
regulating industrial relations through legislations. The result was the introductions of
an important piece of legislation the industrial disputes Act, 1947, which made a great
impact on the industrial relations in the country. The most salient feature of this act is
that in the case of an industrial dispute between two parties in an industrial
establishment, the dispute is subjected to compulsory adjudication if there is a failure in
conciliation proceedings. In other words, this means, that when two parties can not
resolve their dispute or can not arrive at a settlement in spite of the efforts of
conciliation officer or a board, then the government compels both the parties to go to a
labour qourt, or a tribunal to have their disputes resolved thorugh the process of law.
Legal proceedings are always expensive, time consuming and mostly unsatisfactory.
(4) Thus the resolution of a dispute by legal means, more often than not fails to bring
about satisfactory results. Under the circumstances, it has often been questioned, as to
whether it is correct on the part of the government to force parties to for compulsory
adjudication.
The genesis for the provision of this section in the Act can be treated to defense of
India rules during the Second World War, which prohibited strikes and lock-outs and
reference of disputes to adjudication was compulsory. In framing the Industrial disputes
Act, this feature of compulsory adjudication was incorporated and in spite of sever
criticism, is being retained.
The other notable features of the Act are the provisions relating to the formation of the
works committee, conciliation and adjudication machinery, procedures for arbitration
etc.
3.2.1. Works committee.
The Act stipulates the formation of works committees in industrial
establishments, where 100 or
More workmen are employed. The duties of such works committees, as has
been prescribed under the
Act, are to promote mea-sores for securing and preserving amity and good
relations between the
Employers and workmen and to that end to comment upon matters of their
common interest or concern and endeavourer to compose any material difference of
opinion in respect of such matters. Works committee should contain equal number of
representatives from management and workmen.
The formation of works committee is a statutory attempt to foster a spirit of joint
consultation between the employer and the workmen. Though works committees have
been functioning over a considerable period, they have not achieved their purpose
very largely due to the fact they have not been able to dispel some of the
misconceptions about them and such have not taken deep roots in our industrial the
adequate backing of the trade-unions and their areas and functions backing of the
properly demarcated, though of late some attempts have been made to revive the
activities of the works committee and to rectify earlier mistakes.
3.2.2. Industrial employment (standing orders) Ac
The industrial employment (standing orders) Act, 1946, is another important
piece of legislation, which also has profound impact on the industrial relations.
Though the Act, was passed immediately before the coming of the national
government, nevertheless it was the great use in the past independence period.
(5) It has been observed that the cause of poor industrial relations in many cases was
due to the fact that the conditions of service were not properly defined. Because the
conditions were ill defined, there had been often friction between supervisors and
workmen, between the management and the labour both on the shop floor, and as well
as in the undertaking in matters like wages, hours of work, discipline etc.
The main features of the Act are that it is obligatory on the part of the employer of
Industrial undertaking to prepare standing orders when it employs, a certain number
of workers. The Act lays down the procedures to be adopted for certification of the
standing orders, which the employer wishes to adopt for his organization. Here, the
Act has laid down when and how the draft standing orders are to be submitted to the
certifying officer for the certification of the draft. Certair conditions have to be
fulfilled before the standing orders are finally certifying officer, before certification
officers or the appellate authority are empowered to determine the fairies or
reasonableness of the provisions of any standing orders. The certifying officer, before
certification of the draft standing orders gives opportunity to be heard and finally
decides if any additions or modifications are necessary. The Act has also provisions
for appeal to appellate authority. The appellate authority, whose decisions are final,
can confirm or amend the standing orders, if necessary. Standing orders after
certification have to be posted prominently in gates for the benefit of workers.
Unfortunately, though the display of standing orders is a legal obligation and may be
posted prominently, as well as should be taken to remedy this state of affair, because
the whole purpose of having standing orders in an obligation gets defeated if the
employees and they other personnel in the organization are not aware of the various
matters provided therein.
Standing orders once certified can not be modified can not be modified until the
expirty of six(6) months of from the date of the last modification, except of course
when both the employer and theworkemen desire such change through an agreement.
There are occasions when disputes of disagreement arises as to the application or
interpretation of standing order. In such cases, the Industrial Disputes Act.1947, for
giving a verdict on the matter. The Act also lays down prescribed penalities for an
employer for failure to have standing orders for this establishment as well as for
commissioning any act in contravention to the certified standing orders.
Voluntary Approach.
The other approach to the shaping of industrial relations is through voluntarism.
The thinking behind this approach is that while the legislations will introduce the
element of compulsion in industrial relations, opportunities for consultation among the
parties should also be considered, to regulate their relationship. If consensus is arrived
at through voluntary discussion and mutual consultations, the element of more
obligation prevails to honour the commitments. While this object in view a tripartite
body on an all India basis comprising of representatives of the Employers, Labour and
Government Known as the Indian Labour Conference was set-up in 1942 to have mutal
consultation on matters affecting the labour. The conference is held annually and
various issues are discusses and the conclusion and the recommendation become
morally binding to the Parties.
Among the important conclusions arrived at so far, mention can be made
to the recommendations on the workers participation in Management, Model Grievance
procedure, code of discipline in Industry, Criteria for recognition of Trade Union etc,
1. conclusion.
It will be evident that the problems of industrial relations in the country
have been approached in which compulsive measures have been
emphasised on onehand and on the other the voluntary approach has been
encouraged. Over dependence on legislative measures has been severely
criticised on the ground that such measure tend to take away the initiative
from both the parties to forge their relationship on the basis of mutual
understanding and respect. Too much protection or having disputes
resolved through adjudication mostly to do satisfy parties. From that point
of view legislative measures do not really encourage harmonious industrial
relations which can have a lasting value. Further,it,tends to inhibit the
growth of collective bargaining so necessary for healthy growth of
industrial relations. It may, therefore, require some re-thinking on the part
of the state to determine how for further legislations should be introduced
to regulate industrial relations in the country. Development of collective
bargaining and acceptance of joint consultation as the means for promoting
better industrial relations in the country. Development of collective
bargaining and acceptance of joint consultations as the means for
promoting better industrial relations, should get greater consideration than
had been given hitherto. Though there are many obstacles in the process
still they are the means though which more lasting industrial peace is likely
to come. Therefore, wherever possible, collective bargaining in its true
sense should be encouraged to develop both at the plant and industry level.
INTRODUCTION
TO
WELFARE
MEANING OF WELFARE
Industrial progress depends on a satisfied labour force and in this
connection the importance of Labour welfare measures were accepted as
early as 1931, when the royal commission on Labour stated, the benefits,
which go under these nomenclature are of great importance to the worker
and which he is unable to secure by himself. The Schemes of Labour
Welfare may be regarded as a ‘Wise Investment’ which should and
usually doing bring a profitable return in the form greater efficiency.
The encyclopedia of social science has defined Labour welfare work as,
the voluntary efforts of the employer to establish, within the existing
Industrial system, working and sometimes living and cultural conditions
of the Employers beyond what is required by Law, the custom of the
country and the condition of the Market.
In the broader sense, if any include not only the minimum standard
of hygiene and safety laid down in general Labour legislation, but also
such as aspects of working life as Social Insurance schemes, measures for
the protections of women and young worker, Limitation of hours of work,
paid vacation etc. In narrow sense welfare in addition to general Physical
working conditions, is mainly concerned with the day-to-day problems of
the workers and the social relationship at place of work.
There are certain operations, which are performed by the workers only
in a standing position. This not only affects the health of a worker but his
efficiency also. According to section 44(1), every factory shall provide
and maintain suitable facilities for sitting, for those who work in the
standing position so that they may take advantage of any opportunity for
rest, which may occur in the course of their work.
5. CANTEENS (Sec-46): -
(iv) The item of expenditure in the running of the canteen, which are not
to be taken into account in fixing in the cost of foodstuffs and which shall
be born by the employer.
The provision of some sort of shelter is must, where the workers can take
their meals brought by them during rest interval. The following
provisions have been made in this respect:
Welfare Work inside the factory: this is the intra – mural welfare work
including various facilities and amenities provided to the workers inside
the factory e.g. provision of drinking water, cleanliness and sanitation,
canteens, crèches, medical facilities, first aid appliances etc.
Welfare Work outside the factory: This is called extra- mural welfare
work including the provisions of facilities outside the factory e.g.
provision of educational and recreational facilities, amusements, games
and sports, housing and medical facilities, transport, etc.
➢ Employers
➢ Trade Union
➢ Shopping Center
➢ Members Club
Loan &
NFL Social Security Incentive for Advances
Provident Scheme promoting small
Fund family norms
Township
GSLI Facilities
DLIS Group Saving Production Medical,
Death linked Linked Insurance Incentive Shopping
MOMOTI
Insurance center,
Scheme Education-
Higher Edu. al facility
Scheme for etc.
Pension Family Welfare Employees.
Scheme
Promotion Canteen
Gratuity policy
(GPAI)
Group Training
Personnel Benevolent &
Accident Scheme Development
Insurance
Scheme
STATUTORY
WELFARE
SCHEMES
PROVIDENT FUND SCHEME
Every employee of the company including trainees (except
Apprentices engaged under the Apprentices Act and Govt. servants on
loan on foreign service terms) any person employed by or through
contractors in connection with the work of the company, shall be entitled
and required to become member of the fund from the date of
appointment. The rate of contribution is equal to 12% of the salary with
matching contribution from employer side. On the accumulated amount
8.5% interest is given.
All employees who are the member of provident fund are covered under
this scheme. Salient features of the scheme are as under: -
GRATUITY
With effect from 24.5.94 all employees irrespective of their salary
are covered under the Payment of Gratuity Act, 1972. As a result thereof,
Death-cum-Retirement Gratuity Scheme no more remains in operation
however, for the purpose of calculation of gratuity, employees or their
nominees are at option to choose any set of benefits, either under the
Payment of Gratuity Act, 1972or under the Death-cum-Retirement
ELIGIBILITY: -
All regular employees including company Trainees appointed against
regular posts who died while in service or suffered permanent total
disablement or retired on medical grounds, on or after the date of
implementation of the scheme. The scheme w.e.f 11.12.1998.
RELEASE OF PAYMENTS
The payment under the scheme/ shall be released in a phased manner as
indicated below:
BENEVOLENT SCHEME
This Scheme was introduced in w.e.f 1st November 1994. In terms of the
Benevolent Scheme, in the event of death of an employee of NFL under
any circumstances during service, all employees of the company
contribute an amount of Rs.25/- each from their salary and the total
amount so collected is paid to the nominee of the deceased employee.
There is however no contribution from the management side.
The contributions paid under the scheme are eligible for exemption under
the Income Tax Act. 1961. The maturity proceeds or claimed amount are
also free from Income Tax. The contributions are payable on monthly
basis through deduction from employees salary.
In the event of unfortunate death of a member covered under the scheme,
the nominee becomes entitled for the life insurance benefit as applicable
to the member’s category plus the amount accumulated with interest in
the saving fund account of the member.
SUBSCRIPTION: -
The fund shall comprise of: -
For providing relief to the hard cases inside the establishment e.g.
unforeseen calamities, misfortunes, prolonged illness of the employees
CASH INCENTIVE
• Rs.500/- to those who have 2 or less children and they or their
spouse undergo vasectomy / Tubectomy operation.
• Rs.250/- to those who have three children and they or their
spouse undergo this operation.
• Rs.125/- to those who have more than 3 children and they or their
spouse undergo this operation.
SPECIAL INCREMENT
Children of NFL employees studying in schools who secure the first three
position in Annual Examination out of the first five (for SC/ST, the first
three position among SC/ST student) in the classes mentioned against each
in the next class tenable for one year provided they continue their studies
in the next
Class Amount of scholarship class:
I to IV Rs.35/-
V to IX Rs.60/-
X to XI Rs.100/-
B) Management provide hire charges for two buses trip at Unit & total
three buses for two trips at C.O & CMO.
C) A sum of Rs.25/- per member per year is also given to the respective
clubs & where there are no clubs the amount @ Rs25/- per employee
availing the facility is placed at such trips. All other expenses on such
trips are however met through the contribution of employees availing this
facility.
a)Employee who have taken HBA from the company contribute Rs.2/- per
one thousand per annum w.e.f 1.4.2000 on the amount of HBA outstanding
and interest due thereon in her/his name as on 1 April of each financial
year, which is recoverable in 12 equal monthly installments from the
salary of employee.
b) The fund so generated is utilized to meet the liability of deceased
employee towards repayment of HBA & interest accrued thereon.
c) All dues will be paid nearly within 15 days from the date of death of
the employee.
TOWNSHIP
At Panipat unit, there is a modern township, which spreads over an area
of 100 acres. There are 900 dwellings in the township, which
accommodate officers, workers. Company also gives liberal house
building advance at nominal interest to the employees to construct their
own houses.
HOSPITAL
Company has provided a 30-bed hospital in the heart of the township.
Hospital is equipped with necessary facilities like, X-Ray, clinical
laboratory, operation theater, ECG, respiratory equipment etc. The first
aid center is located within the factory premises with an ambulance kept
in readiness. Medical facility is extended to all the employees and their
dependents. If required, patients are sent to the approved outside hospitals
and nursing homes for specialist treatment.
MEDICAL FACILITY
IN FAMILY FOLLOWING ARE INCLUDED: -
CANTEEN
Management provides canteen facility to its employees in the factory.
Eatables are supplied to them at the place of work at regular intervals.
Hygienic conditions are also maintained in all the canteen services.
Canteen runs on contract basis for which tenders are invited. A security
of Rs.95000/- is to be deposited in the starting.
NFL canteen
RECREATION CENTERS
Company has provided recreation centers for employees and officers
these are:
➢ FERTILIZERS CLUB
➢ MANORANJAN KENDRA
These two recreation centers are situated with in the township. Various
activities & competitions are organized at these places. These are very
useful for the overall development of the employees. By participating in
various kinds of activities the employees feel refreshed and energetic.
There are two playgrounds also for all out door games.
COMMUNITY HALL
Company has a community hall in township for conferences, meetings,
marriages and other parties. 700 persons can gather there at a time. In
community hall there is a stage which has a very good sitting capacity.
Management organizes various activities & programmes in this hall.
Various cultural programmes of school are also organized in this hall.
EDUCATION FACILITY
Company has provided a school KENDRIYA VIDYALAYA which is up
to 12th standard. The studies in the school are really very good. In this
school ward of both workmen and officer study together.
SHOPPING CENTRE
Shopping center is also located in the township. There are many shops in
the shopping center. All things of daily use are available at shopping
center. Good quality product are provided here at reasonable rates. As
township is situated 4 km away from the city, services of shopping center
pay much. It is a useful concept for employee welfare
POST OFFICE
One Post office is also situated in the township. One need not to go to city
for letters,parcels or money orders.
ATM service is also available in the township. Now it’s very easy for the
employees to withdraw money at any time.
EVALUATION
Of
SCHEMES
HIGHER PRODUCTIVITY
The employees in NFL Panipat are highly productive. The employees are
highly productive because they are satisfied with the welfare benefits.
The company is wining the trust of employees by providing welfare
measures. As a result the employees feel that company is doing its duty,
now it’s there duty to work efficiently and by doing this there efficiency
will increase.
INDUSTRIAL PEACE
There is a high degree of industrial peace in the unit. By adopting various
welfare measures by the company there is job satisfaction among
employees that increases peace in industry and no dispute arises.
LOWER ABSENTEEISM
If welfare measures are proper the workers feel satisfied. In Panipat unit
there is proper participation by the workers in management decisions. As
a result the employees feel themselves as an important part of the
management and this creates a feeling of satisfaction among employees.
OBSERVATIONS
SWOT ANALYSIS
• Social security
• Industrial pollution
OPPURTUNITIES:
THREATS:
• Declining trends in consumption of nitrogenous fertilizers in
predominant market areas.
• Increase in competition.
CONCLUSION
CONCLUSION
From the findings and analysis it was seen that most of the employees are
having the opinion that welfare schemes means job satisfaction, security
and development.
Research has shown that most of the employees are satisfied with the
welfare schemes facilitated by the company N.F.L and they are getting all
the facilities in time and also according to their needs, which ultimately
and automatically help company &employees to achieve common goal.
CASE
1. provident Fund
2. pension
3. Gratuity
4. EDLI
5. GPAI
6. Social security
7. Family welfare scheme
8. Benevolent scheme
9. GSLI
10.Leave Encashment
SOLUTION
( I ) PROVIDENT FUND
( II ) PENSION
As per guidelines monthly child pension for each child should be equal to
25%of the amount admissible to the widow provided that the monthly
child pension is for two children.
(ceiling for calculating pension is Rs.6500/-)
( III ) GRATUITY
Therefore
Gratuity = 32851.20 *15 * 29/26
=Rs.5,49,625.84
(IV) EDLI
Acc. to DLIS Act, 1976 approximately sum of Rs.1.25 lkh is given to the
nominee of deceased.
(V)GPAI
This is not applicable in the case of Sh. Subhash Chand, because it is only
provided in case of accidental death.
Although his salary was 32851/-but acc. to this scheme restricted amount
is 15000/-
Left over service = 6 yrs 6 months 26 days
so total left over service =78 months
50% left over service =78*50/100 = 39 months
Total amount = 15000*39 = 5,85,000/-
But total amount under social security is given in four instalments i.e.
40:20:20:20
5,85,000*20/100 After 1 yr
IInd =1,17,000 /-
(IX) GSLI
BIBLIOGRAPHY
➢ Factories Act, 1948
➢ National fertilizers.com