Introduction To Employee Welfare

Employee Welfare
1. INTRODUCTION
INTRODUCTION TO EMPLOYEE WELFARE
The concept of labour welfare is flexible and elastic and differs widely with
time, religion, industry, social values and customs, degree of industrialization, the
general social economic development of people the political ideologies prevailing at a
particular time. It is also molded according to age group, sex, socio-cultural
background martial and economic status and educational level of the workers in
various industries.
"According to Balfour committee about welfare in its widest sense,
itcomprises all matters affecting the health, safety comfort and general welfare of the
workmen and includes provision for education, reaction, theft, schemes, convalescent
houses".
According to the committee on labour welfare, the welfare services should mean:
'Such services, facilities, and amenities, adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangement of travel to and from place of
work, and for the accommodation of workers employed at a distance from their homes
and such services, amenities and facilities, including social security measures as
contribute to the condition under which workers are employed.
The encyclopedia of social science has defined labour welfare work as: "The
voluntary efforts of the employees to establish, within the existing industries system,
working, and sometimes, living and cultural conditions of employees beyond what is
required by law, the custom of the country and conditions of the market".
According Asia Regional Conference defined labour welfare as a term which
is understood to include such services, facilities and amenities as may be established
in (or) in the vicinity of undertakings to enable the persons employed in them to
perform this work in healthy, congenial surroundings and to provide them with
amenities conducive to good health and high morale.
MEANING OF EMPLOYEE WELFARE
"Welfare" means falling (or) doing well. It is comprehensive and refers to the
physical, mental, moral and emotional well being of an individual, further the term
"Welfare" is a relative concept, relative in time and space. It therefore varies from
time to time, from region to region and from country to country.
Dravidian University - Kuppam Page 1

Employee Welfare
Labour welfare also defined to as betterment work for employees, relates to

taking care of the well being of workers by employees, trade unions and governmental
and non-governmental agencies. It is rather difficult to define the term labour welfare
precisely because of the relatively of the concept.
An organization is a human grouping in which work is done for the
attainment of some specific goals (or) missions. In order to attain these goals the
organization has to assimilate and co-ordinate its resources men, materials,
machinery and information are the sources available to the organization. Human
resources of the organization play a pivotal role in determining its effectiveness
because most problems that occur in organizational settings are human and social
rather than physical, technical (or) economic. Failure to reorganize this fact causes
immense loss to the enterprise. In the words of Oliver Sheldon "No industry can
be rendered efficient long as the basic fact remains unrecognized that it is
principally human. It is not a mass of machines and technical processed but a body
of men. It is not a complex of matter, but a complex of humanity. It fulfills its
function not by virtue of some impersonal forces but by human energy. If body is
not an intricate maze of mechanical devices but a magnified nervous system".
The characteristics of welfare employees are as follows:
 It is the work which is usually under taken within the premises or within
the vicinity of under takings for the benefit of their employees and the
members of their families.
 The work generally includes those items of welfare which are over and
above what is provided by statutory provisions or required by the custom of
the industries or what the employees expect as a result of a contract of
services from the employees.
 These facilities may be provided voluntarily by progressive and enlightened
entrepreneurs.
 At their own accord out of their realization of social responsibilities towards
labour or statutory provisions may compel then to these facilities available or
these may under taken by the government or trade unions they have necessary
funds,

Employee Welfare
 The purpose of providing welfare amenities is to bring about the development

of whole personality of the workers his social, psychological, economic moral,
cultural and intellectual development to make him a good member of the
family.
 "Labour welfare11 is a very board term, covering social security and such other
activities as medical aid, adult education arrangement for the transport of
labour to and from the place.
 It may be noted that not only intra-moral but also extra-moral, statutory as
well as
non-statutory activities, undertaken by any of the three agencies, the
employees, trade unions or the government - for the physical and mental development
of workers, both as compensation for wear and tear that he undergoes as a part of the
production process and also to enable him to sustain and improve upon the basic
capacity of contribution to the process of production.
Objectives of Employee Welfare
An employer may voluntarily initiate employee welfare measure in his undertaking
with the following objectives:
 To give expression to philanthropic and paternalistic feelings.
 To win over employee's loyalty and increases their morale.
 To combat trade union and socialist ideas.
 To build up stable labour force, to reduce labour turnover and absenteeism,
 To develop efficiently and productive among workers.
 To save one self from heavy taxes on image.
 To reduce the threat of further government intervention.
 To earn goodwill and enhance public image.
 To make recruitment more effective (Because these benefit add to job appeal).
Hence, today's progressive minded managers realize that welfare facilities pay
good dividends in the long run. Now the managers contribute in a large extent
towards the health and efficiency of the workers.
Importance of Employee Welfare
Industrial progress of a country depends on its committed labour force. In this
regard the importance of labour welfare was recognized as early as 1931, when the
royal commission on labour stated that the benefits, which go under this

Employee Welfare
nomenclature, are of great importance to the worker who is unable to secure himself.
Twenty years later, the planning commission realized the importance of labour
welfare. In order to be improved to a large extent the workers should at least have the
means and facilities to keep him in a state of health and efficiency.
Labour welfare is an important fact of industrial Relation, the extract
dimension, giving satisfaction to the workers in a way which a good wage cannot with
the growth of industrialization and mechanization, it has acquired added importance.
The workers both in industry and agriculture cannot copy with pace of modern life
with minimum sustenance amenities. He needs an added stimulus to keep body and
soul together. Employees have also realized the importance of their role in providing
these extra amenities and yet, they are not always able to fulfill workers demands
however reasonable they might be. They are primarily concerned with the inability of
the enterprise.
Principles of Employee Welfare
Labour welfare is dependent on certain basic principles, which must be kept in
mind and properly followed lo achieve a successful implementation of welfare
programmes.
o Principle of adequacy of wages.
o Principle of social responsibility of industry,
o Principle of efficiency.
o Principle of re-personalization.
 Principle of totality of welfare.
 Principle of coordination of integration.
 Principle of association or democratic value.
 Principle of responsibility.
 Principle of accountability.
 Principle of timeliness.
 Principle of self-help.
Need for Employee Welfare
The need for the labour welfare arises from the very nature of the industrial
system, which is characterized by two basic factors:
1. The conditions under which work is carried on are not congenial for health,

Employee Welfare
2. When an employee joins on industry, he has to work in and entirely strange

atmosphere, which create problems of adjustment.
The working environment in a factory/mine adversely effects the workers
health because of the excessive heat or cold, noise, odours, dust and lack of sanitation
etc.
The necessity of employee welfare is felt more in our country because of its
developing economy aimed at rapid economic and social development. The need for
employee welfare was strongly felt by committee of royal commission on employee
as far back in 1931, primarily because of lack of commitment of industrial work
among factory workers and also the harsh treatment they received from the
employees. The resolution passed by the Indian National Congress for fundamental
rights and economic programme, *n 1931 emphasized that the state should safe guard
the interest of individual workers and should secure for them, by suitable legislation, a
living wage, healthy conditions of workers etc.
The planning commission also realized the necessities of labour welfare. The
workers should also be equipped with necessary technical training and a certain level
of facilities would also reduce the roof industrial and increase the workers efficiency.
Therefore proper organization and administration welfare facilities can play a vital
role in promoting better working conditions and living standard for industrial workers
and also increase their productivity.
ATMS Of Employee Welfare
The Labour welfare work aims at providing such service facilities and
amenities as would enable the worker's employed in industrial / factories to perform
their work in healthy / congenial surrounding inductive to good health and high
morale.
 It is partly humanistic for it enables the workers to enjoy a fuller and richer
life.
 It is partly economic because it improves the efficiency of the worker,
increases its availability where it is scarce and keeps him contented.
 The aim is partly civic because it develops a sense of responsibilities and
dignity among the workers and thus makes them worthy citizens of the nation.
Scope of Employee Welfare

Employee Welfare
The scope of labour or employee welfare, however, can not be limited to

facilities within or near the undertaking nor can it be so comprehensive as to embrace
the whole range of social welfare or social service.
In a world of changing ideologies, values are rapidly under growing
transformation, rigid statements about the field of labour welfare need to be revised.
Labour welfare work is increasing with changing opportunities and needs to be
revised. It is also increasing with growing knowledge and experience of techniques.
The test of a welfare activity is that it removes, directly or indirectly, and hindrance
physical and mental of the worker and restores to him the joy and peace of living the
welfare work embraces the work and his family.
“Every twenty seconds of every working minute of every hour throughout the
world, some one dies as a result of an industrial accident”. This was how the
seriousness of industrial accidents was described by the director general of the British
council, his message of good wishes to the seventh national conference on industrial
safety and health organized by the national safety council, India.
 Bhopal, December 1984:- Bhopal tragedy.
 Rourkela, December 1985:- blast furnace accident in Rourkela Steel Plant, 18
workers affected.
Thousands of employees throughout the world lose their fingers, eyes, limbs
and their lives, every day, much blood flows in the sewers of industrial establish
made. The perils inherent in industrial work has made the life of the worker very
cheap.
Safety:-
Safety in simple terms means freedom from the occurrence (or) riser of injury
or loss, industrial safety or employee’s safety refers to the protection of employees
from the dangers of industrial accidents. An accident, then, is an unplanned and
uncontrolled event in which an action or reaction of an object, a substance, a person
or a radiation results in personal injury.

Employee Welfare
Welfare:-
Welfare means faring or doing well. After employees have been hired, trained
and remunerated, they need to be retained and maintained to serve the organization
better, welfare facilities are designed to take care of the well-being of the employees-
they do not generally result in any monetary benefits to the employees alone,
Governmental and non-Governmental agencies, and trade unions too, contribute
towards employee welfare.
1.1 THEORITICAL BACK GROUND

The factories act 1948 s primarily meant to provide for the health, safety and
welfare of the workers in the factories, and to provide certain safeguards to women
and young person.
Due to enormous rise of workers employed in the factories during the later
half of the nineteenth century, the need was felt by the legislators in India to regulate
their conditions of service for their betterment. An attempt was made to regulate their
condition under the factories ACT.
Experience of the working of the act revealed a no of defects and weakness
with regard to safety and welfare of workers employed in factories. With the change
in social environment and outlook and growing conscious of the workers working in
factories covered under the provisions of the Act.
Safety:
Safety, in simple terms, means freedom from the occurrence or risk of injury
or loss. Industrial safety or employee safety refers to the protection of workers from
danger of industrial accidents. An accident, then, is an unplanned event in which ac
action or reaction of an object, a substance, a person, or a radiation results in personal
injury.
Causes of accidents:
Accidents are caused by a combination of factors. Each one of this may vary
from situation to situation .Heinrich concluded that 98% accidents were caused either
by unsafe actions, or unsafe mechanical or physical conditions or both and this could
have prevented.
 An injure occurs only as a result of an accident

Employee Welfare
 An accidents occurs only as a result of unsafe conditions or unsafe act or both.

 Unsafe conditions or unsafe acts exist only because of faults on the part of
persons.
 Faults of persons are inherited, improper psychological characteristics, lack of
knowledge or skills and improper mechanical and physical environments.
There are a variety of factors which causes of the occurrence of the chain and
accidents.
These factors may be grouped into two categories:
 Unsafe conditions
 Unsafe acts
Unsafe conditions:
Unsafe conditions are work related causes on and are the most frequent causes
of accidents. Such causes are associated with defective plants, equipments, tools,
materials, buildings and other technical factors.
Various work related factors which cause accidents to occur as follows:
 Nature of the job
 Nature of machinery and equipments
 Poor physical conditions
 Psychological climate conditions at the work place
 Work schedule
Unsafe acts:
Unsafe acts are those activities which are not taken according to the prescribed
standards or procedures. Such acts are of the following nature:
 Operating without authority
 Failure in using safety devices
 Failure to listen to warning
 Throwing material on the shop floor carelessly
 Operating machines/equipments at unsafe speed
 Making safety devices inoperative by removing , adjusting or disconnecting
them
 Unsafe equipments are using equipment unsafely
 Using unsafe procedure in loading, placing , mixing and combining
 Taking unsafe positions under suspended

Employee Welfare
Safety measures:
Prevention of the occurrence of accidents is less costly as compared to the
losses incurred due to accidents. Safety measures involve taking proactive actions to
prevent the occurrence of accidents at the work place. The major issues involved in
designing and implementation of safety measures are safety policy, safety
engineering, safety training, safety administration, and evaluation of safety
programmes.
Safety policy:
Every manufacturing organization should formulate a safety policy. In
developing safety policy, an organization has the following choices:
1. The organization must decide the level of protection, it will offer to its
employees. Some organization prefers to provide minimum possible safety
measures just to meet legal requirement either because of financial constraints
or because of policy matters.
2. The organization must decide whether it will adopt a proactive or reactive
approach in providing safety measures.
3. The organization must decide how the safety measures should be administered
and the extent to which the workers or their representatives will be involved in
the policy.
Safety engineering:
The adoption of proper engineering procedures to minimize and if possible,
eliminate work hazards is fundamental to any safety programmes. The major elements
of safety engineering are as follows:
 Ergonomics
 Materials handling equipments
 Guarding of machines
 Plant maintenance
 Safety devices
 General housekeeping

Employee Welfare
Safety training:
There are two types of objectives associated with safely training:
 To develop safety consciousness among employees and build up favorable

attitudes in them towards safety measures and precautions.
 To ensure safe work performance on the part of each employee by developing

skills in the use and operation of safety equipment.
 Safety training may be provided in the areas of dealing with hazardous

materials, methods for protecting oneself from the likely events causing
accidents, use of safety of devices, and reporting of any injury sustained.
Safety administration:
Safety administration involves those activities through which safety

programmes are made more effective. These activities include setting organization for
safety, measurement for accidents, maintaining accidents records, and safety
campaign.
Safety organization:
Safety is the responsibility of both management and workers. Management is

responsible for providing adequate safety measures and workers are responsible for
making effective use of those measures. Therefore, in the safety organization, both
management and workers should be involved. The main function of the committee is
to ensure safe working condition in the organization by formulating and implementing
safety programmes.
Welfare:
Welfare means faring or doing well. Labour welfare, also referred to as
betterment work for employees, relates to taking care of the well being of workers by
employers, trade unions, and governmental and non-governmental agencies.
Labour welfare officer is a term which must necessarily be elastic, bearing a
some what different interpretation in one country from another, according to the
different social customs, the degree of industrialization and educational level of the
workers.
The ILO at its Asian Regional Conference, defined labour welfare as a term
which understood to include such services, facilities and amenities as may established

Employee Welfare
or in the vicinity of the undertakings to enable the persons employed in them to

perform their work in healthy, congenial surroundings and to provide them, with
amenities conductive to good health and morale. Labour are has two aspects -
negative and positive. On the negative side, labour welfare is concerned with
counteracting the baneful effects of the large-scale industrial system of production.
MERITS AND DEMERITS OF WELFARE MEASURES:

Merits:
 His/her labour helps dig and haul coal from the depths of the earth - to fetch
and refine oil, to build dams and reservoirs, to lay pipes, canals, railway lines
and roads.
 The social and economic aspects of the life of worker have a direct influence
on the social and economic development of the nation.
 Welfare may help minimize social evils, such as alcoholism, gambling,

prostitution, drug addiction, and the like.
Demerits:
 His/her actions and interaction with in the industrial framework will have a
great impact and influence on industrial development.
 Welfare may not directly increase productivity, but it may add to general
feelings of satisfaction with the company and cut down labour turnover.
 His/her labour creates and transmits power, and, through various phases of
manufacturing, patterns raw materials into finished products of necessity as
well as of luxury.
TYPES OF WELFARE ACTIVITIES:
The meaning of labour welfare may be made clearer by listing the activities
and facilities which are referred to as welfare measures.
Welfare measures into two broad groups, namely:
1. Welfare measures inside in the work place; and
2. Welfare measures out side the work place.

Employee Welfare
3. Each group includes several activities.
1. Welfare Measures inside the Work Place
i. Conditions of the Work Environment
 Neighborhood safety and cleanliness; attention to approaches.
 Housekeeping; up keeping of premises-compound wall, lawns gardens, and so

forth, egress and ingress, passages and doors;
 Workshop sanitation and cleanliness; temperature, humidity, ventilation,

lighting, elimination of dust, smoke, fumes, gases.
 Control of effluents Notice boards; posters, pictures, slogans; information or

communication
ii. Conveniences
a. Urinals and lavatories, wash basis, bathrooms, provision for spittoons;

waste disposal.
b. Provision of drinking water; water coolers.
c. Canteen services; full meal, mobile canteen.
iii. Workers' Health Services
iv. Women and Child Welfare
v. Workers Recreation.
vi. Workers Recreation,
vii. Employment Follow-up
viii. Economic services:
a. Co-operative, loans, financial grants; thrift and saving schemes; budget

knowledge, unemployment insurance, health insurance etc,,
ix. Labour-management participation
 Formation and working of various committees, that is, works committee,

safety committee, canteen committee;

Employee Welfare
 Workmen's arbitration council.
 Research bureau.
x. Workers Education
Reading room, library, circulating library, visual education; literary classes,

adult education, social education etc.
2. Welfare Measures Outside the work place
Housing:
Bachelors' quarters; family residence according to types and rooms
 Water, sanitation, waste disposal.
 Roads, lighting, parks, recreation, play grounds.
 Schools: nursery, primary, secondary and high school.
 Markets, co-operatives, consumers and credit societies.
 Banks
 Transport.
 Communication
 Health and medical services: Dispensary, emergency ward, out-

patient and in-patient: care, family visiting; family planning.
 Recreation: games; clubs; craft centers; cultural programmes etc,.
 Watch and ward.
 Community leadership development: council elders, committee of

representatives, administration of community services and problems; child,
youth and women's clubs.
Welfare facilities by the government:
With a view to making it mandatory of employers, facilities for their

employees, the Government of India has enacted several laws from time to time.
These laws are Factories Act, 1948, the Mines Act, 1952; the plantation Act, 1951; the
Bedi and Cigar Workers (condition employment) Act, 1966; and the contract labour
(Regulation and Abolition) Act, 1970. Another significant step taken by the central
government has been to constitute welfare funds for the
Employee Welfare
benefits of the employees. These funds have been established in coal, mica,
iron-ore, lime stone, and dolomite mines. The welfare activities covered by these
funds include housing, medical, educational and recreational facilities for employees
and their dependents.
Welfare activities by the trade unions:
Labour unions have contributed their share for the betterment of the
employees. Mention may be made here of the Textile Labour Association of
Ahmedabad and the Raihvaymen's Union
and the Mazdoor sabha of kanpur, which have rendered invaluable services in
the filed of labour welfare. The welfare activities of the Textile Labour Association,
Ahmedabad, are worth nothing.
The Association runs
1. Twenty-five cultural and social centers.
2. Schools of workers children, reading rooms, libraries, gymnasia.
3. Dispensaries and maternity homes.
4. A co-operative bank, with which a number of housing societies, consumers'

societies and affiliated
5. Office offering legal help to members.
6. Training programmes in the principles and practices of trade unionism.
7. A bi-weekly, the Mazdoor Sendesh.
Welfare work by voluntary agencies:
Many voluntary social - services agencies have been doing useful labour
welfare work. Mention may be made of the Bombay Social Service League, the Seva
Sadn Society, The Maternity and Infant Welfare Association, the YMCA, the
Depressed Classes Mission Society and the Women's' Institute of Bengal, The Welfare
activities of these organization cover night schools, libraries and lectures, promo dons
of public health, and organization or recreation and sports for the working class.

Employee Welfare
INDUSTRY PROFILE
Plastic have become synonymous with modern living. It is undoubtedly a
product which has penetrated extensively in to the common man's life. No wonder the
industry has achieved in term of supply of raw material expansion and diversification
of processing capacities and manufacturing of processing machinery and equipment.
This versatile material with its superior qualities such as light weight, easy
processing ability corrosion resistance, energy conservation, no toxicity etc. many
substitute to a large extent many conventional and costly industrial materials like
wood, metal, glass, jute, leather etc., in the future.. The manifold applications of
plastics in the field of automobiles electronics, electrical, packaging and agriculture
give enough evidence of the immense utility of plastics.
At percent 80 percent of total requirement for raw material arid almost all
types of plastic machines required for the industry are indigenously available. The
percent investment in all the three segments of the industry, namely production of raw
materials, expansion and diversification of processing capacities, manufacturing of
processing machinery and ancillary equipment is Rs. 1. 2507- crores and it provides
employment to more than Eight lack people.
Plastics have been subject to levies not only at the control level but also at
state and local government levels. These levels have affect i the price of plastic
products adversely. The per capital consumption of plastic in India is very low at 0.5
kgs. (500grms.) as against the world average of I Ikgs. The per capital consumption is
68kgs. In West Germany, 53kgs. In U.S.A, 35kgs in U.K. and even in developing
country like South Korea 8.5kgs.
On account of their inherent advantages in properties and versatility in
adaptation and use, plastics have come to play a vital in a variety of applications, the

Employee Welfare
world over. In our country, plastic are used in making essential consumer goods of
daily use over. In our country, plastics are used in making essential consumer goods of
daily use for common man such as baskets, shopping bags, water bottles, school bags,
Tiffin boxed, hair combs, tooth brushes, spectacle frames and fountain pens, they also
find applications in field like packaging, automobiles, and transportation, engineering,
electronics, telecommunications, defines, medicine and building and construction
plastics are growing in importance in agriculture and water management.
The Govt. of India recognizing the importance of plastics in agriculture
appointed on March 7th, 1981 a National committee on the use of plastics in
Agriculture under the chairmanship of Dr. G.V.R Rao. This committee has forecast a
tremendous growth of drip irrigation through a net work of plastic pipes and tubes. In
its opinion large scale adoption of irrigation would lead to sports in demand for PVC
pipes L.D.P.E tubes and polypropylene emitters. The committee made a number of
recommendations for promoting the use of plastics.
The implementation of recommendations would a long a way in increasing the
consumption of plastics, which at present is very low. The committee has highlighted
the importance of the use of PVC reign in the manufacture of rigid pipes, flexible
pipes and sheeting, which are being used for agricultural operations to carry water
from place to and also living of ponds and reservoirs to reduce seepage and most
important in drip irrigation systems.
A breakthrough has already taken place in; the field of cannel lining with
polyethylene film in states of Gujarat, Madhya Pradesh, Punjab and Haryana, the
irrigation departments in the states has taken concrete steps to incorporate canal lining
with L.D.P.E films on a priority basis another variety of plastics, that requires careful

Employee Welfare
nurturing relates to the engineering plastics which after alternatives to or replacement
for metal in lode applications.
Modified P.P.O Nylons, polydactyl, polycarbonate, polyester (pet) epoxy
phenol, and melamine are some of the plastic material following under the category of
engineering plastics.
Engineering plastics are being increasingly used for various applications in
automobiles, electronics, telecommunications and other industries. The plastics are
classified into two major classes' thermoplastics. And thermo sets the thermoplastics
become sufficiently soft applications of heat. The thermostats on the initial
application of heat and pressure in the mould to flow, bur upon further application of
heat and pressure they are too hard to inert molded place which cannot be reoffered by
reheating.
L.D.P.E (Low Density Polyethylene):-
Production of LDPE in India started in 1959. at present there are three units
manufacturing LDPC with a total capacity of 1.15 lack tones. Production target for
LDPE by the end of 1989-90 is placed 1.86 lack tones.
H.D.P.E (High Density Polyethylene):-
Production of HOPE in India commenced in 1988. at percent in on unit
(polyolefin's industries Ltd) in India. Producing HOPE by the end of 1989-90 is
placed at 1.25 lack tones.
P.V.C (poly Vinyl Chloride):-
Production of PVC started in India in 1951 against first production of PVC in
the world in 1927. at present, there are six units manufacturing PVC pipes. The
present total installed capacity comes to 1.7 lack tones. The production target of PVC
the end of 1989-90 is placed at 2.33 lack tones.

Employee Welfare
POLYSTYRENE:-
Polystyrene was first manufactured in India May 1957. The production target
of polystyrene by the end of 1989-90 is set at 29,000 tones.
POLYPROPHYLENE:-
The first production of the polypropylene is commenced in 1978. A production
target 29,000 tones is the achieved by the end of 1989-90 A.B.S (Acrylonitril
Butadiene Styrene):-
The production of Acrylonitril Butadiene styrene (A.B.S) In India started in
1978. The present total annual installed capacity of ABS is 4000 tones.
EXPORT OF PLASTIC GOODS:-
Plastics have excellent potentialities. Our country is equipped with all kinds of
processing machineries and skilled Labor and undoubtedly, and extra effort boost
export finished plastic products will yield rich dividend.
Today India exports plastic product to as many as 80 countries all over the world. The
export, which wore stagnant at round Rs.60-70 crores per annum doubled to Rs. 129
crores in 1988-89. His plastic industry has taken up the challenge of achieving an
export target of Rs. 170 crores.
Major export markets for plastic are Australia, Bangladesh, Canada, Egypt,
France, Hong Kong, Hungry, Italy, Kuwait, Federal Republic of Germany, Srilanka,
Sweden, Taiwan, U.K., U.S.A. and U.S.S.R.
COM PANY PROFILE
The M/s Sujala pipes (pvt) ltd., was started in 1977 by Sri S.P.Y. Reddy. It was
started with a single unit. Now it is having more than 12 units. It was commissioned
with the objective of catering to the agriculture needs of region. In earlier day tools
used for water flow were very ineffective with high percentage of seepage losses. To

Employee Welfare
counter this drawback PVC pipes were favorable welcomed. This has been the
mission of the M/s Sujala pipes (Pvt) Limited. The major irritants in agricultural
practices like lack of rainfall, ground water lifting water transport with ; in the field
has provided a magnificent thrust to PVC pipes market. These factors helped M/s
Sujala pipes (Pvt) Limited recorded excellent growth.
The following portray the length and breath if the development of market for
PVC pipes of M/s Sujala pipes (Pvt) Limited.
1979 - Nandyal region
1984-85 - Rayalaseema region
1985-86 - Ruyalaseema, Telengana region
1986-87 - Karnataka and A.P
1988-91 - A.P Karnataka and Tamilnadu States
1991-94 - AP Karnataka and Tamilnadu, Kerala state.
1994 – 1996 - AP Karnataka and Tamilnadu, Kerala and Maharashtra
state
1996-98 - AP Karnataka and Tamilnadu, Kerala and Maharashtra,
Pondichery
2000-2002 - A.P Tnataka and Tamilnadu, Kerala and
2000-2003 - Maharashtra, Pondichery, Chattisgarh (Planning)
2003-2005 - A.P/arnataka and Tamilanadu, Kerala and Maharasthra,
Pondichery, Chattisagarth
A part from manufacturing of PVC pipes in the range of Sizes from 1/2 inches
to 10 inches it also runs, partnership firm (Sowmya fittings) manufacturing PVC pipes
fitting at bidder.

Employee Welfare
Sujala pipes Pvt Lid with the brand name Nandi pipes are market leaders in
A.P even through many small manufactures are operating in their own small
territories.
IMPORTANCE OF PIPES INDUSTRY
We shall look at the basic data about plastics and particularly those properties,
which are of use in practical working with plastics. Plastics are manmade materials.
The oldest raw materials for producing plastics are carbonaceous materials obtained
from coal tar (benzene, phenol). Today the majority of raw materials are obtained
from petrochemical sources and they can be economically produced in large
quantities.
Plastics have Changed our world and day-by-day they are becoming
important. They own their success to whole series of advantages which they have over
conventional materials such as
1) Lightweight
2) Excellent mould ability
3) Attractive colors
4) Low energy requirement for convention
5) Low Labour & cost of manufacture
6) Low maintenance
7) High Strength weight ratio
8) Corrosion resistance
9) Aesthetic without surface treatment.
Technical details about PVC Pipes Raw materials:-[Ingredients]
The Important raw material in manufacturing of pipes PVC Resin (Poly vinyl
chloride).

Employee Welfare
Chemicals:
1. Tbls - Tribasic Lead Sulphate
2. Dbls - Dibasic Lead state
3. Ls - Lead suite
4. Cs - Calcium state
5. Sa - Steric acid
6. Caca - ackivated calcium corbor.
7. Titanium dioxide
8. Pa raffin wax
9. Carbon black colour.
Compositions of raw materials & Chemicals ( As per ISI 4985-88) for the batches are
as follows.
Resin 75Kg
Tbls 1Kg
Dbls 0.4Kg
Ls 0.4Kg
Cs 0.5Kg
Sa 0.6Kg
Wax 0.5Kg
Caco 3 4.Kg
Corbon black colour 0.35Kg
The raw materials and chemicals are mixed in appropriator proportions as per
standards required and is done according to batches. These raw materials and
chemical are mostly imported from Gujarat and Rajasthan

Employee Welfare
REVIEW OF LITERATURE
The social scientists have noted that the problems of our contemporary
civilization are most marked in highly industrialized societies. Industrialization has
contributed not only to economic & scientific development but also to social &
psychological distress. But what measure do these industries undertake to relieve this
distress & work for the social welfare of mankind? This welfare approach has become
necessary because of the social problems that have emerged as a result of the
industrialization in a capitalistic setting. As against these social problems, many social
welfare amenities have been provided for the benefit of the employees in various
industrial units.
In the past thirty years. India has devoted considerable attention for rapid and
heavy industrialization concomitantly labor welfare in India has gained importance.
Organized welfare projects, established as result of agreements between
employers and employees arc supported by the state does make a valuable
contribution to the growth of labor welfare activities on a sound basis. This would
help in the solutions of the various labor problems and enhance the well being of the
various labor problems and enhance the well being of the working class, which is vital
for the development of our country's economy.
Welfare Activities for workers
a. Before Independence
In India, before impendence workers are treated as commodities and the
organizations treated them only as economic men. The managers thought that their
main duty is giving salaries to workers only. They never cared for the welfare of the
workers. In 1881, Mr. N.M. Lohande formed a trade union to face problems of the
workers. It was the first trade union in India.

Employee Welfare
b. After Independence:
Many trade unions like INTUC, AITUC/CITU etc, come into existence. They
all aimed at the welfare of the workers. In modern organization workers play a
dominant role. A separate deportment named as HRD was set up to look after the
problems of workers and to improve their living conditions. Modern workers enjoy
many welfare schemes viz, house rent allowances, medical allowances, educational
facilities for their children, safety measures like providing proper ventilation and
lighting facilities.
The meaning of labor welfare may be made clearly by listing the activities and
facilities which are referred to us welfare measures. Welfare measures are divided into
two broad groups namely.
 Welfare measures inside the work place.
 Welfare measures outside the work place.
Welfare measures inside the work place:
 Condition of work environment
 Convenience
 Workers health sen-ices
 Workers recreation
 Employment follow-up
 Economic services
 Workers education
Welfare measures outside the workplace
 Housing facilities
 Sanitation facilities
 Cooperative stores

Employee Welfare
 Consumer societies
 Transport
 Security
 Health & Medical services
INTRODUCTION TO EMPLOYEE WELFARE
The concept of labour welfare is flexible and elastic and differs widely with
time, religion, industry, social values and customs, degree of industrialization, the
general social economic development of people the political ideologies prevailing at a
particular time. It is also molded according to age group, sex, socio-cultural
background martial and economic status and educational level of the workers in
various industries.
"According to Balfour committee about welfare in its widest sense,
itcomprises all matters affecting the health, safety comfort and general welfare of the
workmen and includes provision for education, reaction, theft, schemes, convalescent
houses".
According to the committee on labour welfare, the welfare services should mean:
'Such services, facilities, and amenities, adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangement of travel to and from place of
work, and for the accommodation of workers employed at a distance from their homes
and such services, amenities and facilities, including social security measures as
contribute to the condition under which workers are employed.
The encyclopedia of social science has defined labour welfare work as: "The
voluntary efforts of the employees to establish, within the existing industries system,
working, and sometimes, living and cultural conditions of employees beyond what is
required by law, the custom of the country and conditions of the market".

Employee Welfare
According Asia Regional Conference defined labour welfare as a term which
is understood to include such services, facilities and amenities as may be established
in (or) in the vicinity of undertakings to enable the persons employed in them to
perform this work in healthy, congenial surroundings and to provide them with
amenities conducive to good health and high morale.
MEANING OF EMPLOYEE WELFARE
"Welfare" means falling (or) doing well. It is comprehensive and refers to the
physical, mental, moral and emotional well being of an individual, further the term
"Welfare" is a relative concept, relative in time and space. It therefore varies from
time to time, from region to region and from country to country.
Labour welfare also defined to as betterment work for employees, relates to
taking care of the well being of workers by employees, trade unions and governmental
and non-governmental agencies. It is rather difficult to define the term labour welfare
precisely because of the relatively of the concept.
An organization is a human grouping in which work is done for the
attainment of some specific goals (or) missions. In order to attain these goals the
organization has to assimilate and co-ordinate its resources men, materials,
machinery and information are the sources available to the organization. Human
resources of the organization play a pivotal role in determining its effectiveness
because most problems that occur in organizational settings are human and social
rather than physical, technical (or) economic. Failure to reorganize this fact causes
immense loss to the enterprise. In the words of Oliver Sheldon "No industry can
be rendered efficient long as the basic fact remains unrecognized that it is
principally human. It is not a mass of machines and technical processed but a body
of men. It is not a complex of matter, but a complex of humanity. It fulfills its

Employee Welfare
function not by virtue of some impersonal forces but by human energy. If body is
not an intricate maze of mechanical devices but a magnified nervous system".
The characteristics of welfare employees are as follows:
 It is the work which is usually under taken within the premises or within
the vicinity of under takings for the benefit of their employees and the
members of their families.
 The work generally includes those items of welfare which are over and
above what is provided by statutory provisions or required by the custom of
the industries or what the employees expect as a result of a contract of
services from the employees.
 These facilities may be provided voluntarily by progressive and enlightened
entrepreneurs.
 At their own accord out of their realization of social responsibilities towards
labour or statutory provisions may compel then to these facilities available or
these may under taken by the government or trade unions they have necessary
funds,
 The purpose of providing welfare amenities is to bring about the development
of whole personality of the workers his social, psychological, economic moral,
cultural and intellectual development to make him a good member of the
family.
 "Labour welfare11 is a very board term, covering social security and such other
activities as medical aid, adult education arrangement for the transport of
labour to and from the place.

Employee Welfare
 It may be noted that not only intra-moral but also extra-moral, statutory as
well as
non-statutory activities, undertaken by any of the three agencies, the
employees, trade unions or the government - for the physical and mental development
of workers, both as compensation for wear and tear that he undergoes as a part of the
production process and also to enable him to sustain and improve upon the basic
capacity of contribution to the process of production.
Objectives of Employee Welfare
An employer may voluntarily initiate employee welfare measure in his undertaking
with the following objectives:
 To give expression to philanthropic and paternalistic feelings.
 To win over employee's loyalty and increases their morale.
 To combat trade union and socialist ideas.
 To build up stable labour force, to reduce labour turnover and absenteeism,
 To develop efficiently and productive among workers.
 To save one self from heavy taxes on image.
 To reduce the threat of further government intervention.
 To earn goodwill and enhance public image.
 To make recruitment more effective (Because these benefit add to job appeal).
Hence, today's progressive minded managers realize that welfare facilities pay
good dividends in the long run. Now the managers contribute in a large extent
towards the health and efficiency of the workers.
Importance of Employee Welfare
Industrial progress of a country depends on its committed labour force. In this
regard the importance of labour welfare was recognized as early as 1931, when the

Employee Welfare
royal commission on labour stated that the benefits, which go under this
nomenclature, are of great importance to the worker who is unable to secure himself.
Twenty years later, the planning commission realized the importance of labour
welfare. In order to be improved to a large extent the workers should at least have the
means and facilities to keep him in a state of health and efficiency.
Labour welfare is an important fact of industrial Relation, the extract
dimension, giving satisfaction to the workers in a way which a good wage cannot with
the growth of industrialization and mechanization, it has acquired added importance.
The workers both in industry and agriculture cannot copy with pace of modern life
with minimum sustenance amenities. He needs an added stimulus to keep body and
soul together. Employees have also realized the importance of their role in providing
these extra amenities and yet, they are not always able to fulfill workers demands
however reasonable they might be. They are primarily concerned with the inability of
the enterprise.
Principles of Employee Welfare
Labour welfare is dependent on certain basic principles, which must be kept in
mind and properly followed lo achieve a successful implementation of welfare
programmes.
o Principle of adequacy of wages.
o Principle of social responsibility of industry,
o Principle of efficiency.
o Principle of re-personalization.
 Principle of totality of welfare.
 Principle of coordination of integration.
 Principle of association or democratic value.

Employee Welfare
 Principle of responsibility.
 Principle of accountability.
 Principle of timeliness.
 Principle of self-help.
Need for Employee Welfare
The need for the labour welfare arises from the very nature of the industrial
system, which is characterized by two basic factors:
1. The conditions under which work is carried on are not congenial for health,
2. When an employee joins on industry, he has to work in and entirely strange
atmosphere, which create problems of adjustment.
The working environment in a factory/mine adversely effects the workers
health because of the excessive heat or cold, noise, odours, dust and lack of sanitation
etc.
The necessity of employee welfare is felt more in our country because of its
developing economy aimed at rapid economic and social development. The need for
employee welfare was strongly felt by committee of royal commission on employee
as far back in 1931, primarily because of lack of commitment of industrial work
among factory workers and also the harsh treatment they received from the
employees. The resolution passed by the Indian National Congress for fundamental
rights and economic programme, *n 1931 emphasized that the state should safe guard
the interest of individual workers and should secure for them, by suitable legislation, a
living wage, healthy conditions of workers etc.
The planning commission also realized the necessities of labour welfare. The
workers should also be equipped with necessary technical training and a certain level
of facilities would also reduce the roof industrial and increase the workers efficiency.

Employee Welfare
Therefore proper organization and administration welfare facilities can play a vital
role in promoting better working conditions and living standard for industrial workers
and also increase their productivity.
ATMS Of Employee Welfare
The Labour welfare work aims at providing such service facilities and
amenities as would enable the worker's employed in industrial / factories to perform
their work in healthy / congenial surrounding inductive to good health and high
morale.
 It is partly humanistic for it enables the workers to enjoy a fuller and richer
life.
 It is partly economic because it improves the efficiency of the worker,
increases its availability where it is scarce and keeps him contented.
 The aim is partly civic because it develops a sense of responsibilities and
dignity among the workers and thus makes them worthy citizens of the nation.
Scope of Employee Welfare
The scope of labour or employee welfare, however, can not be limited to
facilities within or near the undertaking nor can it be so comprehensive as to embrace
the whole range of social welfare or social service.
In a world of changing ideologies, values are rapidly under growing
transformation, rigid statements about the field of labour welfare need to be revised.
Labour welfare work is increasing with changing opportunities and needs to be
revised. It is also increasing with growing knowledge and experience of techniques.
The test of a welfare activity is that it removes, directly or indirectly, and hindrance
physical and mental of the worker and restores to him the joy and peace of living the
welfare work embraces the work and his family.

Employee Welfare
WELCOME TO NANDI PIPES
Mr. S.P.Y Reddy started with a small plastic container manufacturing around
30 years ago and soon graduated into pipes manufacturing.
With focus on quality and innovative marketing the group had grown into a
multi product, multi location entity. We are into manufacturing of PVC pipes, HOPE
pipes, Storage containers, flexible hoses, fitting and processing of dairy products.
The group had acquired majority stake in Panyani Cements two years ago.
After resolving all issues, production was restarted in the month of may 2006. We
believe with infrastructure and construction boom all around, the prospects are
excellent for this unit.
We have also initiated construction of Ethanol Unit. We hope to commence
production by Jan 2007. Our vision is to have three successful vertical entities
Plastics, Cement and Ethanol by 2007. Our aim is to provide quality products, service
to our customers and enhance living standards of workforce.
About Nandi Pipes
Nandi has it's origins in the year 1979 when Mr S.P.Y Reddy, a technocrat left
his job at Bhaba Atomic Research Centre, Mumabi to start a plastic containers unit in
Nandyal. The company has grown at a fast pace and Mr Reddy who sensed an
opportunity in making pipes for irrigation started manufacture of PVC pipes in yr
1984 and has fast become leading manufacturer in Andhra Pradesh and later in India.
With annual consumption of 50,000 tonnes of resin, Nandi group is one of the
biggest plastic processors in Asia.
The group has either setup or acquired plants in different geographical
locations of south india to improve operational efficiency and to enhance customer

Employee Welfare
satisfaction. Nandi group sells PVC pipes under 4 brands of which Nandi brand is the
most prominent.
Mr S.P.Y Reddy who hails from an agricultural family with his ever present
enthusiasm for improving rural life standard has ventured into many things like
corporate farming, dairy development activities to make his ideas come true.
The Group has consistent stated policy of venturing only into branded products to
ensure the stability and steady growth.
The Group has plans to venture into north and western regions of India to
further increase it's footprint. The Group is privately held and it's mission is to provide
quality products within reach of majority of consumers and work for common good to
al the parties involved in the process, namely, customers,employees and suppliers
with positive over all impact on immediate societal surroundings.
Products
The PVC pipe products manufactured by Nandi group encompasses a wide
range to suit to the requirements of diverse needs like irrigation, drinking water
supply, sewerage, fluid supply et al.
The pipes dimensions range from 19mm to 400 mm. Pipes are made in 2
varieties, self-socketing and ring-fit. Pipes are also made to suit various pressure and
impact requirements and are even custom made to meet special requirements.
The usage of PVC pipes as replacement for traditional materials in the field of
construction is on rise in India and that bodes well for future of business for Nandi
Group.
The whole range of products meet all the relevant national and international
standards and are produced in ISO 9000 certified manufacturing facilities.

Employee Welfare
PVC Pipes
Sujala pipes (P) Ltd., Nandyal a premier enterprise of Nandi Group is the well
known manufacturer of the largest and most comprehensive range of UPVC Pipes in
India, Nandi Gold Pipes, with a diameter upto 400mm are suitable for water
transportation, irrigation, plumbing, drainage, cable ducting, bore wells, transfer of
industrial effluents and electrical conduits.
The gamut of products cover all applications in which PVC pipes can be used.
Nandi UPVC systems are more cost effective than conventional Gl, Cl or AC systems
besides being light in weight, durable and noncorrosive. They are also easy to handle,
offer excellent flow characteristics and can be transported and installed anywhere.
With world class quality and customised product development support, they enjoy the
satisfaction of millions of customers.
The unit also has world class quality assurance systems ensuring products of
uncompromising excellence, meeting all relevant ISI, BS, DIN, and ASTM standards.
In addition to these features, extensive R & D facilities provide reliable and
committed support for new product development, implying that even if a Nandi
customer is unable to acquire his precise requirement from our elaborate ranges,
Nandi also could supply customized products as per his own exclusive specifications.
Such relentless pursuit of qualify and readiness to adopt and innovate, the propelled
the Nandi to the forefront of this product category in India.

Employee Welfare
Details of Nandi PVC Pipes.
Pipe Diameter Class Flow range
Mm Inches Class Pressure Litre /sec
20 0.5 5 10 0.07-0.13
25 0.75 5 10 0.13-0.25
32 1 5 10 0.25-0.50
40 1.25 3 6 0.50-1.00
50 1.5 3 4 1.00-1.80
63 2 2 4 1.80-3.00
75 2.5 2 4 3.00-5.00
90 3 2 4 5.00-15.00
90 3 2 4 5.00-15.00
110 4 2 4 8.00-15.00
140 5 2 4 15.00-20.00
160 6 2 4 20.00-30.00
180 7 2 4 30.00-40.00
200 8 2 4 40.00-50.00
225 9 2 4 50.00-60.00
250 10 2 4 60.00-70.00

Employee Welfare
HOPE Pipes
Salient Features of Nandi HOPE Pipes
 Manufactured as per IS 4984:1995 standards.
 Pipes are manufactured either in long coils or 6 meter length depending on
pipe dimensions and customer requirements.
 Best quality pipes at most reasonable prices.
 Pipes that meet your needs.
 Special customer requirements are accepted.
Standard pipe coil lengths of various sizes
Pipe Size Available Coil Length
20 - 25 mm 1000 mtrs
30 - 40 mm 600 mtrs
50 mm 400 mtrs
63 - 75 mm 300 mtrs
90-1 10 mm 50 mtrs
125 mm & above 12 & 6mtrs (single length)
What Nandi offers you
 Our job goes beyond just selling pipes, as we are committed to the
 complete customer service.
 We take up pipeline projects on TURNKEY1 basis.
 We offer HOPE pipe solutions in place of conventional pipes (PVC, Gl,
Concrete etc.) at competitive prices and guaranteed service.
 We provide water lines for agricultural needs with free butt jointing and
testing.

Employee Welfare
 We extend service free of cost any future leakages/ defects in the pipe line
caused by faculty manufacturing or faulty joining for a period of 20 years.
 We offer poclain facility (for earth work) to fanners who buy minimum 100
lengths (6 mtrs length), at concessional rates .
Physical and Chemical Properties of Naudi HDPE Pipes
 More Flexible
 Light in Weight
 Corrosion Resistant
 Chemically Inert
 Economical
 Smooth inner and outer finishing resulting in low flow resistance and low
power consumption.
 Availability of pipes in long coils reduces much of the cost of laying, jointing
and additional couplers.
 Leak proof, strong and easy jointing (Butt jointing)
 Temperature resistant from 40°C to 80°C.
 Very good insulation properties
 Excellent UV resistance.
Applications of Nandi HDPE Pipes
 Agriculture and Drinking water lines.
 As delivery pipes for single phase & 3 phase submersible pumps.
 As suction and delivery pipes for jet pumps.
 As suction and delivery for centrifugal & monoblock pumps.
 As delivery pipe for open well submersible pumps.
 Telecom & electrical ducting

Employee Welfare
 Slurry disposal.
 Industrial flow applications.
 Sewage pipe systems.
Siddarth Pipes
Nandi group with its in house expertise has developed on its own. the
SIDDHARTH PIPE for use in bore wells irrigation and it has earned a good name
from all the customers who ever are using it. Further, the company has specialized in
manufacture of blue casing uPVC pipes in different sizes and varieties for application
in bore well irrigation particularly in loose soil conditions. Manufacture of impressive
Column pipes / Submersible pipes is another exclusive area for the Sujala Pipes
Private Limited. In order to over-come the difficulties and cost involved in replacing
the G.I. Pipes (which are prone to rust) and to suit the borewells in salty areas near the
sea cost, to make a substitute for G.I. pipe and a pipe of longer duration, the company
has been manufacturing Column / Submersible pipes in different standards and sizes.
To enable us to further penetrate into the bore/tube well market for larger
diameters, mainly for solid wall pipes, a cost reduction is essential. In this context
M/s. Sujala Pipes Pvt Ltd., has introduced NANDI SIDDARTH PIPE with the latest
technology.
Nandi Siddarth pipe is also known as "HOLE" pipe.
HOLE, as the name implies, is not a solid-wall pipe, but has a large number of
"holes'1 in the longitudinal direction of the wall. The "hole" design meets the
requirements of International Standards. These pipes have more stiffness and
flexibility. These pipes which are lighter ensure a weight reduction of about 25%
depending up the size and design.

Employee Welfare
NANDI SIDDARTH pipe is noticeably lighter and less expensive than any other PVC
pipe of similar stiffness due its "I" channel and many times lighter than an Iron pipe,
for bore wells. NANDI SIDDARTH pipes are interchangeable with solid-wall pipes
and existing fittings of Indian Standard, can be applied.
Special Locking System
NANDI SIDDHARTHA pipes are manufactured with special jointing system.
For this, grove is made at the end of pipe to fit the pipe in to another solid pipe easily.
Then plastic rod, which is made with PVC and special chemicals will be inserted.
This jointing system is very easy for installation up to 1000 feets and also installable
in a very less time.
Features and Advantages of Nandi Siddharth Pipes
 Are used for Bore / Tube wells.
 Are easy for handling, cheaper and flexible.
 Are light weight, rust free and easy for transportation.
 No special equipment’s are needed for installation. These pipes have an
excellent record of performance in operational bore / tube well systems.
 Installation is easy due to special locking system.
Properties
 Vicat Softening Temperature > 80° C
 Density 1.40 to 1.45 meets the requirements as per 15:12818-1 992 / CML
6547076
 Impact tests at 0° C ; True Impact Rate (TIR) < 10%
 Ring Deflection test; Deflection > 30% ; no visual cracks or defects
 Longitudinal reversion at 150° C < 5%
 Nandi Siddartha pipes Tensile Strength is 50 + 5 Mpa

Employee Welfare
Properties Nandi -RS, CS & CM casing pipes
Specific Gravity 1.40-1.45
Vicat Softening Temperature 76°C
Impact strength Complies with is:

128118 -1992
Tensile Strength Min 45 Mpa ± 5
Special sizes will also be made on order as per customer requirements such as 113,
163, 213 ND, 240 OD in Standard and Turbo ranges. Threading of Screen and Casing
pipes:
 The Screen and casing pipes are made with male threads at spigot end and
female threads at the socket end.
 Screen and casing pipes of nominal diameters of 100 to 250 mm will have
threads in accordance with basic profile for metric trapezoidal threads as per
IS specification 12818 - 1992.
Nanditurbo
Well Casing and Well Screen Pipes
Another unique product made from a special UPVC compound. Both the
screen and casing pipes are available in diameters upto 400 mm and can be used at
bore depths of upto 1200ft.
UPVC pipe is non corrosive and hence long lasting. UPVC pipe is of light
weight and easy to handle and to install. UPVC pipe can be modified with the right
additives to ensure rigidity and temperature resistance. The pipe is priced at lower and
affordable rate.
Nandi Turbo Well Casing and Well Screen pipes are manufactured from
UPVC compound developed under strict supervision of highly competent technical

Employee Welfare
personnel to meet tough environmental conditions of the coastal and gulf areas. The
tubes are resistant to mineral salts and ground chemicals ensuring a longer working
life. Nandi Turbo UPVC pipe has been tested under simulated conditions of well
construction and maintenance, and has proved completely inert to them. The pipes are
ideal for supply wells and irrigation wells.
Nandi Turbo can be used with submersible pump and vertical shaft type
pumps providing suitable clearance. Two wall thicknesses are offered in the NANDI
TURBO range. To suit the increasing depths of bore wells being dug, these heavy
duty range pipes are being manufactured, for use at depths of 1000 feet. The pipe
range has thicker wall section and high compression resistance. Standard Well Casing
pipe which has a compression resistance of 6.5-7.0 Kg cm2has been used to depths of
upto 450 Ft.
Nandi Turbo Screen is made from UPVC compound to give maximum
compressive strength, stability and resistance to corrosion or chemical attack. The
type of screen to be used is in accordance with different water table conditions. Open
area and slot width of the screen are specified by the size and type of the sand and
gravel packing.
Column Pipes Submersible Pipes
Nandi Gold uPVC Column pipes are manufactured with German Twin Screw
Extruders using latest manufacturing and well equipped Testing facilities under strict
Quality Control management.
Nandi Gold uPVC Column pipes are manufactured in white colour and sizes
available from 1" to 4" in two varieties viz.. Standard Duty and Heavy Duty. This
product is manufactured by a special compound using a mix of few imported raw
materials. Standard Duty pipes can be used for depth up to 500 feet and Heavy duty

Employee Welfare
pipes for depth up to 1000 feet. Coupler's rib dimensions are also more due to more
gripping purpose i.e., for 1", 11/4 & 11/2" of rib's width is 6mm and height is 3mm
and for 2",2i/ 2", 3" & 4" of width is 8mm & height is 4mm. Nandi Gold uPVC
Column pipes are 3 Meters in length, each pipe having one coupler. Coupler is affixed
at one end in the factory itself and other side is plain end for attaching the coupler
from pipe to pipe. 'O1 Ring & Gaskets are used for it, to provide leak proof joints, to
observe the vibrations of the pump and for tightening purpose,
Features of Nandi Gold UPVC Column Pipes
 Non-Corrosive: Compared to C.I. Pipes Nandi Gold uPVC Column Pipes are
rust proof and prevent rust formation.
 Light in weight: Nandi Gold uPVC Column Pipes are light in weight
compared to G.L Pipes. As such installation is easy and maintenance cost is
also cheap.
 Non - Toxic: It does not change colour, odour & taste of the water.
 Hygienic: It does not support any bacterial growth.
 Cost effective: Nandi Gold uPVC Column Pipes are cheaper compared to
 the price of expensive G.I. Pipes.
 High Tensile Strength: These pipes are having High Tensile Strength of
55+5Mpa.
 High Impact Strength.
 High Vicat Softening Temperature.
 Low Power Consumption: As these pipes have smooth internal surface, less
energy is required to pump the water, as compared to the energy required for
pumping water under conventional system.
 More grip for coupler tightening due to high rib dimensions.

Employee Welfare
 '0' Ring & Gasket: '0’ Ring provides leak proof joints and gaskets observe the
vibrations of pump at the threaded joints.
Applications
Nandi Gold uPVC Column Pipes are used in bore wells for domestic,
industrial, agricultural & lift irrigation purposes.
Water Storage Tanks
Nandi Pipes brand water storage tanks are manufactured adopting latest
technology and in double layer, to provide extra strength and uniform wall
thicknesses. These are made from 100% Food grade material.
Main Features of Nandi Water Storage Tanks
 Made with High quality material to make it more durable.
 Are available in attractive designs & colours,
 Our master batches also have the U.V. Stabilizer component in it.
 Keep water hygienically clean, avoid fungus & bacteria.
 Are easy to carry, install and they occupy very less space.
 Are leak proof, rust proof and maintenance free.
 No need of painting or water proofing.
 Are cost effective, economical compared to the products of others and
conventional tanks constructed with bricks and RCC.
 Are available in the form of cylindrical, vertical and loft tanks.
 Are available in sizes ranging from 200 to 5000 liters (Cylindrical & Vertical),
from 150 to 1000 liters (Loft tanks).

Employee Welfare
'Nandi Pipes' brand Water Storage Tanks Specifications Cylindrical Vertical
Tanks
Code No. Normal Diameter Height (mm) Man Hone

Capacity (mm)
(In litres)
S WC 20-01 200 660 630 280
S WC 30-01 300 710 815 280
SWC 50-01 500 880 920 400
SWC 75-01 750 980 1060 400
SWC 100-01 1000 1010 1270 400
SWC 150-01 1500 1260 1320 400
SWC 200-01 2000 1310 1540 400
SWC 300-01 3000 1550 1650 500
SWC 500-01 1900 2100 500
Regular Loft Tanks
Code No. Normal Length Width (mm) Height Hand Hole

capacity (in (mm) (mm) (mm)
litres)
SWC 15-02 150 750 720 320 230
SWC 20-02 200 950 720 320 230
SWC 30-02 300 1090 900 320 230
SWC 40-02 400 1190 940 430 230
SWC 50-02 500 1290 1100 430 230
Solvent Cement
Suneetha Industries, Nandyal (A Unit of Nandi Group) has been in the line of
manufacturing Solvent Cement for the past several years under the brand name
Employee Welfare
"Nandi" and in different sizes of packing. The Solvent cement is used for jointing
PVC pipes & Fittings, Proper care is always taken lo ensure stringent quality-checks
on the product at al I stages, without compromising on the quality.
This is a simple process for jointing Nandi Rigid PVC Pipes with molded or
fabricated fittings. The tools required are a hacksaw with fine teeth, sandpaper, cotton
waste, a soft brush, a knife and Nandi solvent cement.
The jointing procedure is as under:
 Inspect the pipe and fittings to ensure that they match perfectly.
 Cut the pipe square, using the hacksaw, clear burrs with knife and cotton
waste.
 Rub with the Sandpaper outside of pipe and inside of fittings. Clean again with
cotton waste.
 Apply solvent cement evenly with a soft brush on the outside of the pipe, to a
width slightly more than the corresponding depth, as also on the inside of the
fitting.
 Insert the pipe in fitting and turn it through 90°C, to ensure uniform
distribution of cement.
 Hold the joint for 2 minutes and ensure that the pipe does not slip out of
fitting.
 Wipe out the excess cement from entire surface of the joint. The joint should
be allowed to set, undisturbed. Tt should be pressure tested only after 24
hours.
Applications
 It will be useful for jointing of PVC pipes and fittings.

Employee Welfare
 It can be used for jointing any of two of the products made from PVC
material.
Available sizes
 25 ml, 50 ml, 100 ml, 250 ml, 500 ml, 1000 ml, 5000 ml.
Sizes of Solvent Box Packing
25 ml - 576 nos 250ml -48 nos
50 ml - 288 nos 250ml -48 nos
100ml- 144 nos 1000 ml -6 nos 5000 ml -4 nos
Safety Precautions
 Avoid contact with skin.
 Always replace lids tightly after use.
 Store in a cool place away from direct sunlight.
 Do not breathe Solvent Cement vapors.
 Shake the solvent cement container thoroughly before use.
 Do not smoke while working with solvent cement, as it is highly
inflammable.
 The excess solvent should be wiped out from entire surface of the joint.

Employee Welfare
Pipe diameter Approx.no. of Pipe diameter Approx. no. of

joints/ Itrs joints/ Itrs.
20 330 140 36
25 280 160 27
32 245 180 • 25
40 190 200 15
50 140 225 12
63 125 250 9
75 105 280 7
90 80 315 5
No 55 400 2
Note: Do not apply more solvent cement to the Pipe Joints. If applied solvent cement
will damage the Pipe, wherever excess solvent cement flows.
Organization structure
Every organization has certain goals and objectives and one of the important
factors that affect these goals and objectives is the organization structure. The
efficiency with which an organization accomplishes its goals is, to a great extent
dependant on the structure it adopts.
Organization structure is the pattern of relationships among various
components or parts of the organization. This prescribes the relationships among
various activities and positions. Organization structure is the basic framework within
which the manager's decision — making takes place. Organization structure refers to
the defined relationships among the organization elements -people, tasks, structure,
information, and control process - that characterize all organizations.

Employee Welfare
The first task in designing the organization structure is the process of
Departmentation. Departmentation refers to the process of identifying all the activities
of the organization and grouping them to achieve organizational goals and objectives
and delegating the authority to a manager to supervise the division and guide the staff,
thereby, making him or her responsible for its results. Departmentation is defined as,
"the establishment of distinct area, unit or subsystem of an organization over which a
manager has authority for performance of specialized activities and results." Thus,
departmental on divides a large and complex organization into smaller and more
flexible administrative units.
Departmentation is required for the following reason:
 It helps an organization to take advantage of specialization.
 It defines the roles of each individual and helps him or her to know the part
they are to play in the total activities of the company.
 It facilitates control, coordination and communication.
 It provides the necessary platform to build the loyalty among the
organizational members.
 It helps a manager to identify and locate sources of skills, information and
competence to take certain vital managerial decisions.
Types of Departmentation
Departmentation can be done on several bases:
Departmental on by simple numbers. Departmentation by time,
Departmentation by process or equipment, Departmentation by function,
Departmentation by territory or geography, Departmentation by product, customer
Departmentation and so on,

Employee Welfare
Departmentation by Simple Numbers:
The simple — numbers method of Departmentation achieved by tolling off
persons who are to perform the same duties and putting them under the supervision or
a manager. The essential fact is not what these people do, where they work, or what
they work with; it is that the success of the undertaking depends only on the number
of people involved in it. Thus in this method a certain number of persons who are to
perform the same duties are kept in one department under the supervision of one
person. The usefulness of this form if department has been diminishing with passing
time for the following reasons.
First, technology has advanced and brought in a demand for more specialized
and diverse skills. Second, the groups comprised of special personnel are often more
efficient than those grouped on the basis of numbers. Third and the most prominent
cause for the decline is that this kind of Departmentation is useful only at the lowest
level of the organization structure.
Departmentation by Time:
This kind of Departmentation, used generally at the lower levels of the
organization, is grouping activities based on time. In some organizations that work
round the clock, Departmentation is based on time. The use of shifts is common in
such organizations due to the insufficiency of a normal workday affected by
technological, economic and other factors. The basis idea behind this form of
departmentation is to get the advantage of people specialized to work in a particular
shift.

Employee Welfare
Departmentation by Process:
In manufacturing organizations, where production is the result of different
processes or types of equipment, the activities are grouped on the basis of such
processes or equipment. In this form of Departmentation, people and material are
brought to carry out a particular operation. It permits intensive and economical usage
of costly equipment.
Departmentation by Product:
Product divisions are divisions created to concentrate on a single product or
service or at least a relatively homogeneous set of products or services. Product or
service or at least a relatively homogeneous set of products or services. Product or
eommodity Departmentation is particularly suitable to large, complex and multi
product organizations. In this form of Departmentation, the large functional units of
an organization are divided into smaller units, and each unit is grouped in terms of the
product produced and sold.
 Responsibility for profits is at the top only.
 Slow adaptation to changes in the environment.
Departmentation;
Sujala Pipes Pvt Ltd", to a large extent, follows the method of Functional
Departmentation. The functional areas or the various departments of the company are
as follows.
o Marketing
o Sales Administration
o Strategic Business Development
o Finance
o Information systems
o Technical services

Employee Welfare
o Corporate Quality
o Engineering services
o Human Resource and Legal
o Commercial / Materials / Stores.
Organizational Hierarchy
The company is as follows:
Sujala Pipes Pvt Ltd functions under the able leadership of S.P.Y. Reddy.
Chairman and Managing Director. The Board of Directors consists of S.P.Y. Reddy,
Chairman and Managing Director, Sreedhar Reddy, Executive Director and Sri. G.V.
Rao, Finance Director.
The general organization structure of the company is as follows:
ORGANIZATION HIERARCHY
CHAIRMAN AND MANAGING DIRECTOR
EXECUTIVE DIRECTOR
VICE PRESIDENTS
SENIOR GENERAL MANAGER
DEPUTY GENERAL MANAGER
ASSISTANT GENERAL MANAGER
EXECUTIVES
STAFF
WORKMEN
The functions and the hierarchy of the HR department is given below:
Human Resources and Legal Department
The main functions of the Human Resource department are recruitment.
Selection, Induction, Wage Administration, and Welfare of employees, Training

Employee Welfare
and development and performance appraisal. The legal department which
works in tandem with the HR department looks after the issue of notices when
required, sending reply letters, filing of cases if any, briefing the advocates and
so on. The HR and Legal department is headed by Mr.N. Eswara Reddy, Vice
president, HR and Legal.
Classification of Employee Welfare Facilities
The study appointed by the government of India in 1959 to examine labour
welfare activities then existing, divided the entire range of these activities into three
groups.
Employee Welfare
 The location, where these amenities are provided, with in and outside the
industrial undertaking.
 The nature, where these amenities such as those concerned with
conditions of employment", and "living conditions of work people".
 The activities termed as 'statutory', Voluntary' and 'mutual'.
 INTRA-MORAL ACTIVITIES
 EXTRA-MORAL ACTIVITIES
1. INTRA-MQRAL ACTIVITIES
It consists of such welfare schemes provided with in the factory premises as:
1. Medical facilities.
2. Compensation for accidents.
3. Provision of creches and canteens.
4. Supply of drinking water.
5. Washing and bathing facilities.
6. Provision of safety measures such as fatigue and covering of machines.
7. Good layout of the machinery and plant.
8. Sufficient lighting.
9. Uniform and protective clothing.
10. Fire extinguishers, activities related to improving conditions of
employment.
11. Recruitment discipline and provision of provident fund, pension and gratuity
maternity and family benefits etc.
2. EXTRA-MORAL ACTIVITIES
It covers the services and facilities provided outside the factory such as,
1. Housing.

Employee Welfare
2. Accommodation.
3. Indoor and outdoor recreation facilities amusement and sports.
4. Education facilities for adults and children.
5. Provision of libraries and reading rooms.
In the welfare activities concerned with conditions of employment are
included activities for the management of problems arising out of hours of work,
wages, holidays, with female and juvenile labour, while all such schemes of benefits
as co-operative societies, legal and medical aid and housing are included.
Labour welfare work may be statutory, voluntary or mutual. It is statutory
when such activities are to be undertaken in furtherance of the legislation enacted
by the government. It is voluntarily when such activities are undertaken at their own
accord by the employers or some philanthropic bodies or when a labour organization
undertaken such activities for the welfare of members.
According to the encyclopedia of social science "Industrial Welfare Work" has
taken numerous forms;
1. Those dealing with immediate working conditions are special provisions for
adequate light, heat ventilation, toilet facilities, ac ts and occupational diseases
prevention.
2. Those concerned with less immediate working conditions and group interest are
gymnasiums, club, playground, disability and unemployment funds etc.
3. Those designed to improve community conditions, such as housing retail stores,
libraries, kinder garten's, dispensary and screening of motion pictures etc.
Statutory, Voluntary and Mutual Welfare Facilities
1. Statutory Welfare Measures

Employee Welfare
Some welfare work may be distinguished from other categories in that it
comprises of those provision of welfare work whose observance is binding on the
employee under law-with a view to maintain a minimum standard of health and safety
etc., of workers,
2. Voluntary Welfare Measures
This categories includes all those activities conduce to the welfare workers
which are undertaken by employee themselves of these own free will. Some
organizations also undertake this type of work.
3. Mutual Welfare Measures
Corporate enterprises of workers with a view to improve their lot of activities
of the Trade Union which are conductive to the Welfare of the members are included
under this category.
Employee Welfare Officer
The post of labour officer was instituted initially to:
 Eliminate the evils and malpractices of the jobber system in the recruitment of
labour.
 Develop and improve labour administration.
 Serve as a liaison with the state labour commission.
Functions and duties of labour welfare officer include:
 Supervision of: Safety, health and welfare programmes,
 Working of joint committees.
 Grant of leave with wages.

Employee Welfare
 Redress the workers grievances.
 Counseling the workers.
 Establishing liaison with company and workers.
 Working with outside company.
Employee Welfare Activities
Intra-mural facilities within the precincts of the establishment
Intra mural activities are those amenities, which are provided within the
precincts of the establishment.
According to the factories act 1948, whose main objective is to protect
workers from being subjected to long hours of bodily strain and to ensure people safe
and healthy working conditions in the factories.
Sujala Pipes Pvt Ltd is providing the workers with the following measures
under various sections of the said act, relating to health, safety and welfare measures.
Cleanliness
The maintenance of a clean, sanitary and hygienic work environment is taken
for granted as an important basic welfare amenity.
There are sufficient number of lavatories and urinals, clean and well
ventilated. Conveniently situated and build according to prescribed standards
separately for male and female.
Safety Officer
Safety officer is appointed on the qualification and conditions of service of
safety as ,-may be prescribed by the state government.

Employee Welfare
Safety training and safety education programmes where the former,
concerned with ' developing safety skills and the later concerned with increasing the
employees knowledge about accident prevention are conducted.
Washing Facilities
Adequate and suitable washing facilities with a washer man is provided and
maintained for the use of workers therein, which is conveniently accessible.
First -Aid
There is a department wise provision and maintenance of first-aid boxes with
the prescribed contents so as to be readily accessible during all the working hours.
A full-fledged doctor is also available all the time so as to attend any type of injuries
caused to the workers during the working times.
Canteen Facility
The company provides adequate canteen facility. Management ensures the
maintenance of the canteen facility in terms of buildings, accommodation, equipment
etc.
In accordance with the standards prescribed under factories act and rules. At
present, the company has one central canteen and one officer's canteen it is being run
by the private contractor and this facility can be availed by all the workers working in
any " shifts.
Rest Rooms
The rest room is sufficiently lighted and ventilated and is maintained in a cool
and clean condition.
Extra-Mural Facilities
Welfare facilities outside the precincts of the establishment

Employee Welfare
The welfare facilities provided outside the work place are generally non-
statutory in nature and include housing, recreation, medical and transport facilities etc.
Medical Facilities
There is a strong emphasis on necessity of providing basis health and medical
"" facilities to workers, since it will help to reduce the incidence of sickness and
therefore absenteeism for the treatment of their workers.
Prior to medical facilities provided through the ESI Corporation 'Sujala Pipes
Pvt Ltd has their own arrangements for the treatment of their workers.
The statutory medical facilities are provided in industries under the ESI act,
1948 "with subsequent amendments. This act extends benefits to the industrial
workers such as, x Maternity benefit, disablement benefit, dependent benefit, sickness
benefit, medical benefit etc.
The families of the workers are also covered to some extent under this act.
Educational Facilities
Necessary education is being parted to the workers according to the nature of
their job, since modern machine industry depends in particular degree on education
and the ttempt to build it up with an illiterate body of workers must be difficult and
perilous. Employee
Welfare Schemes
Various acts that are been enacted in India to provide social security to the
workers in India, they are:
1. Workmen's compensation Act, 1923
2. Employee state insurance Act, 1948
3. Maternity Benefit Act, 1961
4. Payment of Wages Act, 1936

Employee Welfare
5. Industrial Disputes Act, 1947
6. Provident fund and miscellaneous provision in 1952
7. Payment of Bonus Act
8. ESI scheme
ESI Scheme
This part of the project would cover the functions of two statutory bodies namely:
 Employees State Insurance Corporation
 Employees Provident fund Organization it would also cover the various
benefits received by the employees under the two schemes.
Employees State Insurance Corporation
The promulgation of Employees State Insurance Act, 1948 envisaged an
integrated need based social insurance scheme that would protect the interest of
workers in contingencies such as sickness, maternity, temporary or permanent
physical disablement, death due to employment injury resulting in loss of wages or
earning capacity. The Act so guarantees reasonably good medical care to workers and
their immediate dependents.
Following the promulgation of the ESI Act, the Central Govt. set up by the
ESI corporation to administer the scheme. The Scheme thereafter was first
implemented at Kanpur and Delhi on 24th February 1952. The Act further absolved the
employers of their bligations under the Maternity Benefit Act, 1961 and workmen's
Compensation Act, 1923. The benefits provided to the employees under the Act also
in conformity with ILO conventions.
Employees State Insurance Scheme of India is an integrated social security
scheme tailored to provide social protection to workers in the organized sector and

Employee Welfare
their dependents in contingencies, such as, sickness, maternity or death and
disablement due to an
Development injury or occupational disease. The scheme tailored to suit health
insurance requirements of workers provide full medical facilities to insured persons
and their dependants, as well as, cash benefits to compensate for loss of wages or
earning capacity in different contingencies.
The ESI Act, (1948) applies to following categories of factories and establishments in
the implemented areas:-
 Non-seasonal factories using power and employing ten (10) or more persons.
 Non-seasonal and non power using factories and establishments employing
twenty(20) or more persons.
The "Appropriate Government", State or Central is empowered to extend the
provisions of the ESI Act to various classes of establishments, industrial, commercial,
or agricultural or otherwise. Under these enabling provisions most of the State
Governments have extended the ESI Act to certain specific class of establishments,
such as, shops, hotels, restaurants, cinemas, preview theatres, motors transport
undertakings and newspaper establishments etc., employing 20 or more persons.
The ESI Scheme is mainly financed by contributions raised from employees
covered under the scheme and their employers, as a fixed percentage of wages.
Employees of covered units and establishments drawing wages up to Rs. 75007- per
month come under 'he purview of the scheme for social security benefits. However,
employees earning up to Rs. 407- a day as wages are exempted from payment of their
part of contribution. The state Governments bear one-eighth share of expenditure on
Medical Benefits within the per capita ceiling of Rs. 6007-per annum and all
additional expenditure beyond the ceiling.

Employee Welfare
Employees covered under the scheme are entitled to medical facilities for self
and dependants. They are also entitled to cash benefits in the event of specified
contingencies resulting in loss of wages or earning capacity. The insure women are
entitled to maternity benefit for confinement. Where death of an insured employee
occurs due to employment injury, the dependants are entitled to family pension.
Administration
The Employees State Insurance Scheme is administered by a corporate body
called the Employees State Insurance Corporation (ESIC), which has members
representing employers, employees, the Central Government, State Governments,
Medical profession and the parliament. A standing committee constituted from among
the members of the corporation acts as the Executive body for the administration of
the scheme. There is also a ,,_ Medical Benefit Council to advise the Corporation on
matters connected with the provision of Medical Benefit.
Besides the Hqrs. Office in New Delhi, the Corporation has 17 Regional
Offices ""and 5 sub-Regional offices at Pune, Nagpur, Coimbatore, Madurai and
Hubli and 844 Offices and Cash offices all over the country for the administration of
the scheme.
Infrastructure
Medical facilities are provided through a network of 1452 ESI Dispensaries,
about 3000 panel Clinics, 307 diagnostic centers besides 140 ESI hospitals and 43
hospital -annexes with over 26000 beds. For providing super specialist medical care
the corporation has tie up arrangements with advanced medical institutions in the
country, both in public and private sector.
The payment of cash benefits is made at the gross roots level through as many
as 800 Local Offices that function under the direct control of the

Employee Welfare
Benefits Under The Esi Scheme
The section 46 of the Act envisages following six social security benefits:
 Medical Benefit
 Sickness Benefit
1) Extended Sickness Benefit (ESB)
2) Enhanced Sickness Benefit
 Maternity Benefit (MB)
 Disablement Benefit
 Temporary Disablement Benefit (TDB)
 Permanent Disablement Benefit (PBD)
 Dependants Benefit (DB)
 Funeral Expenses
Benefits for the employees of 'sujala pipes pvt. Ltd. Under the esi scheme
Temporary and Permanent Disablement Pensions
If the employee suffers any injury in the course of employment (during
working hours) and it consequently results in disablement (temporary / permanent), he
will get pension under the ESI Scheme. The pension to be given is decided on the
basis of earning capacity and is paid monthly.
Medical Benefit
The employees are provided medical benefit in case of sickness. They are
provided with the required medicines and this benefit can be availed form the very
first day of employment.
Sickness Benefit

Employee Welfare
The employees, in case of sickness, can also avail sickness benefit wherein
they are paid 50% of their salary. This benefit can be availed only after completion of
nine months of service in the organization.
Maternity Benefit
Women employees can avail 12 weeks of maternity leave under this benefit
with the full salary being paid during that period. This benefit can be availed only
after 78 days of service in the company.
Employees Provident Fund Organization
The Employees Provident Fund Organization, India, located in New Delhi, is
one of the largest provident fund institutions in the world in terms of members and
volume of financial transactions that it has been carrying on.
The Constitution of India under 'Directive Principles of State Policy 1 provides
that the state shall within the limits of its economic capacity make effective provision
for securing the right to work, to education and to public assistance in cases of
unemployment, old-age, sickness & disablement and undeserved want.
A series of legislative interventions were made in this direction, including the
Employees Provident Funds & Miscellaneous Provisions Act, 1952. Presently, the
following three schemes are in operation under the Act:
1. Employees Provident Fund Scheme, 1952
2. Employees Deposit Linked Insurance Scheme, 1976
3. Employees Pension Scheme, 1995 (replacing the Employees family Pension
Schemes, 1971)
Governing Bodies

Employee Welfare
The Organization functions under the overall superintendence of the
policies framed by the Central Board of Trustees, a tripartite body headed by Union
Minister for .labour as Chairman. The Chief Executive Officer of the organization
is the Central Provident Fund Commissioner, who is also a member of the Board and
its Secretary.
Scope of provident fund in 'sujala pipes pvt. Ltd'
The two schemes available at 'Sujala Pipes Pvt. Ltd' are:
 Employees Provident Fund
 Family Pension Scheme
Employees Provident Fund Scheme takes care of following needs of the members:
1. Retirement
2. Medical care
3. Housing
4. Family obligation
5. Education of Children.
Employees Pension Fund Scheme provides for following benefit package:
 Pension for life to the member, on superannuation / retirement and
invalidation.
 Pension to the members of the family upon death of the member.
Contributions
I f the employee contributes to the fund for five years or more, he is eligible to
avail the following loans up to the amount to his credit.
o Housing Construction Loan
o Plot Purchase Loan
o House Alteration Loan

Employee Welfare
If the employee contributes to the fund for a period of seven years or more, he
is eligible to avail the following loans up to 50% of the amount available in his
account.
 Marriage Loan
 Education Loan
 Medical Loan

Employee Welfare
RESEARCH METHODOLOGY
Research is a "systematic in vestigation to establish facts." It is”
conducted for the purpose of shaping policy development and social programmes,
such as need analyses, programmes evaluation and advocacy. The research could
utilize both qualitative and quantitative research designs and could be participatory.
Research Methodology refers to "all of the techniques, methods and
procedures adopted in terminology work to carry out terminology research." The
research at "Sujala Pipes Pvt Ltd" depends on both Primary and Secondary data
sources.
Primary Data Sources
Primary data was collected through
 Direct personal investigation (Interviews)
 Indirect investigation (Questionnaires)
Secondary Data Sources
Secondary data was collected through
 Books
 Company profile
 Manual

Employee Welfare
OBJECTIVES OF THE STUDY
The present study entitled "Employee Welfare" is undertaken with a view to
analyze the gap between promise and performance of the 'Sujala Pipes Pvt Ltd. as far
as welfare measures are concerned. Moore particularly the objectives are:
 To study welfare activities provided by 'Sujala Pipes Pvt. Ltd.
 To find out employee satisfaction towards welfare Act.
 To ascertain the financial commitment of the organization on labour welfare.
 To analyze whether the workers are benefited with the government schemes
that are available to them.
 To find out the opinion of the workers about the various schemes prevailing at
present, in their work place.
 To suggest and interpret a few improvements that can be implemented.

Employee Welfare
LIMITATIONS OF THE STUDY
 Due to lack of time, and considering the resources available, the study was
limited to 30 employees only.
 The researcher was not able to interview all the employees at 'Sujala Pipes
Pvt. Ltd'.
 No inter-department analysis was made. It should be noted that samples for the
present study of work.
 The present study is limited to workers perceptions of welfare measures in
'Sujala Pipes Pvt. Ltd'. Nandyal only. Therefore the present study may not be
applicable for other units of'Sujala Pipes Pvt. Ltd'. Thus generalizations of
result become difficult.
 Time being a constraint; the project study was done for limited employees in
'Sujala Pipes Pvt. Ltd1, Nandyal only.

Employee Welfare
DATA ANALYSIS AND INTERPRETATION
The analysis and interpretation as per the questionnaire are as follows:
1. Since how many years are you working in this company According to the
experience of employee in this company?
Option No. of Employees Percentage
Below 10 years 8 26%
Total 30 100%
Inference
The above table depicts that the satisfaction level of job are about 100% which
the employees are enjoying rights with these welfare facilities. And the remaining
20% of the employees are not enjoying the welfare facilities.

Employee Welfare
2. Are you aware of the facilities and welfare services offered by the
company?
Yes 24 80%
No 6 20%
Total 30 100%
Inference
The above table depicts that the satisfaction level of job are about 80% which
the employees are enjoying rights with these welfare facilities. And the remaining
20% of the employees are not enjoying the welfare facilities.

Employee Welfare
3. Are you satisfied with the facilities and welfare services provided by
company?
Satisfied 20 65%
Neutral 6 20%
Not satisfied 4 15%
Total 30 100%
Inference
The related chart graph shows that about 65% of the employees are satisfied
with the facilities and welfare services provided by company, 20% of the employees
are neutral and remaining 15% employees are not satisfied with the facilities and
welfare services it is providing.

Employee Welfare
4. Indicate your satisfaction will regard to the following welfare services?
b. Canteen Facilities
Satisfied 25 85%
Neutral 3 20%
Not satisfied 2 5%
Total 30 100%
Inference
The above graph reveals that 85% of the employees are satisfied with the
canteen facilities, 20% of the employees are neutral and 5% saying that they are not
satisfied.

Employee Welfare
c. Loans
Satisfied 24 80%
Neutral 3 10%
Not satisfied 3 10%
Total 30 100 %
Inference
The table shows that above 80% of the employees are satisfied with the loan
facilities. 10% are neutral and remaining 10% of the employees are not satisfied with
the loan facilities.

Employee Welfare
d. Rest Rooms
Satisfied 22 75%
Neutral 5 15%
Not satisfied 3 10%
Total 30 100%
Inference
The above table shows that 75% of the employees are satisfied with the rest
room facilities, 15% are neutral and remaining 10% of the employees are not satisfied
with the rest room facilities.

Employee Welfare
e. Need based medical check up
Satisfied 28 94%
Neutral 1 3%
Not satisfied I 3%
Total 30 100 %
Inference
The related chart shows that about 94% of the employees are satisfied with
medical services, 3% are neutral and remaining 3% the employees are not satisfied
with the medical check-up services.

Employee Welfare
5. Are you satisfied with the health provisions given by the company?
Satisfied 21 70%
Neutral 8 25%
Not satisfied 1 5%
Total 30 100 %
Inference
The related chart shows that about 70% of the employees are satisfied with the
cleanliness facilities, 25% are neutral and remaining 5% of the employees are not
satisfied with cleanliness facilities.

Employee Welfare
a. Ventilation and Temperature
Satisfied 3 10%
Neutral 18 60%
Not satisfied 9 30%
Total 30 100 %
Inference
The related chart shows that about 10 % of the employees are satisfied with
the ventilation facilities, 60% are neutral and remaining 30% of the employees are not
satisfied with ventilation and temperature facilities.

Employee Welfare
b. Dust and Fumes control.
Satisfied 15 50%
Neutral 5 15%
Not satisfied 10 35%
Total 30 100 %
Inference
The related chart shows that about 50% of the employees are satisfied with the
dust and fumes control facilities, 15% are neutral and remaining 35% of the
employees are not satisfied with dust and fumes control facilities.

Employee Welfare
c. Lighting
Option No. of Percentage

Employees
Satisfied 15 50%
Neutral 5 15%
Not satisfied 10 35%
Total 30 100 %
Inference
The related chart shows that about 50 % of the employees are satisfied with the
lightening facilities, 15% are neutral and remaining 35% of the employees are not
satisfied with lighting facilities.

Employee Welfare
6. How many social security schemes you have and how far you are satisfied
with each facility.
a. Medical Care
Satisfied 21 70%
Neutral 6 20%
Not satisfied 3 10%
Total 30 100 %
Inference
the medical care schemes facilities. 20% are neutral and remaining 10% of the
employees are not satisfied with medical care schemes.

Employee Welfare
6. How manv social security schemes vou have and how far vou are satisfied
with each facility,
b. Sickness benefits
Satisfied 18 60%
Neutral 3 15%
Not satisfied 5 25%
Total 30 100 %
Inference
the medical sickness benefits schemes, 15% are neutral and remaining 25% of the
employees are not satisfied with sickness benefits schemes.

Employee Welfare
with each facility.
c. Unemployment Benefits due to injury.
Satisfied 15 50%
Neutral 8 26%
Not satisfied 7 24%
Total 30 100 %
Inference
the unemployment benefits. 26% are neutral and remaining 24% of the employees are
not satisfied with medical unemployment benefits.

Employee Welfare
with each facility,
d. LIC
Satisfied 22 75%
Neutral 5 15%
Not satisfied 3 10%
Total 30 100 %
Inference
the LIC schemes, 15% are neutral and remaining 10% of the employees are not
satisfied with the LIC schemes.

Employee Welfare
with each facility.
e. Medical lain policy
Satisfied 25 85%
Neutral 3 10%
Not satisfied 2 5%
Total 30 100 %
Inference
the medical care services, 10% are neutral and remaining 5% of the employees are
not satisfied with medical care services.

Employee Welfare
FINDINGS
It is observed that during the completion of the project work that is in 'Sujala Pipes
Pvt.Ltd;
 Most of the employees are aware of the services provided by the company.
 The employees are satisfied with the benefits provided to them by the
company as compared to other companies.
 From the workers point of view, the welfare measures should eliminate risk
and insecurity and the management should assure all kinds of safety,
 The employee unions are quite active and they see that every employee gets
their benefits bv maintainine the dienitv of employees.
 Some employees feel that accident benefits should be improved.
SUGGESTIONS
To improve the efficiency of the existing welfare service provided in the
company.
 Social security schemes should be reorganized properly!
 Accidental benefits to the employees should be improved for the injured
employees who are not able to work; company should provide the facility to
their family members to work.
 Transport facility should be arranged to all the employees.
 Employee should be provided with some recreation clubs and facilities like
family gathering etc.
Workers should be asked to participate in the formulation and administration
of welfare programmes this is necessary because the programme meant for workers
and their needs. It also removes suspicious of workers.

Employee Welfare
3) No Inter-department analysis was made. It should be noted that
samples for the present study of work.
4) The present study is limited to workers perceptions of welfare
measures in 'Sujala Pipes Pvt. Ltd', Nandyal only. Therefore the
present study may not be applicable for other units of'Sujala Pipes Pvt.
Ltd'. Thus generalizations of result become difficult.
5) Time being a constraint; the project study was done for limited
employees in 'Sujala Pipes Pvt. Ltd1, Nandyal only.

Employee Welfare
QUESTIONNAIRE
Name :
Designation :
Department :
Tick the following:
1. Since how many years are you working in this company?
a. Yes b. No
2. Are you aware of the facilities and welfare services offered by the co
company?
a. Yes b. No.
3. Are you satisfied with the facilities and welfare services provided by the
company?
a. Satisfied b. Neutral c. Not satisfied.
1. Indicate you satisfaction with regard to the following welfare services.
a. Satisfied b. Neutral c. Not satisfied

a. Canteen facilities
b. Medical reimbursements.
c. Loans
d. Rest rooms.
e. First aid and ambulance.
f. Education
g. Need based medical check up.
h. Uniform and protection clothing
i. Transportation facilities.

Employee Welfare
a. Cleanliness.
b. Ventilation and temperature.
c. Dust and fumes control.
d. Lighting
e. Drinking water
f. Creche.
3. How many social security schemes you have and how far your are satisfied
with each facility?
a. Meidcal care
b. Sickness benefits,
c. Unemployment benefits due to injury.
d. Provident fund
e. LIC
f. Family pensions g. Group
accident policy h. Medi-
claim policy
4. When compared to welfare services provided at other companies your
knowledge of welfare at "Sujala Pipes Pvt. Ltd is:
a. Far better b. Better c. Neutral d. Bad e. V. Bad

Employee Welfare
5. The top management shows great cure and consideration towards their
workers and their needs.
a. strongly agree b, agree c. neutral
d. disagree e. Strongly disagree
6. Does company safety measures to prevent accidents and also to post
accidental first aid.
a. Yes b. No
7. Suggest measures to improve (Like efficiency of the existing the welfare
services where ever necessary).
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
……………………………………………………………………………….

Employee Welfare
BIBLIOGRAPHY
Books
Ashwathappa : Human resource and personal management TATA
McGraw Hill publications, New Delhi-1997
Shashi. K. Gupta & : Human resource management Kalyani Publishers, 2nd
Rosy joshi : revised edition, 2004
Mamoria C.B. : Dynamics of industrial relations, Himalaya publishing
House, 10th Edition-1996
Arun Monapa : Industrial relations, TATA McGraw Hill Publishing
Company Ltd., -1985
N.K. Sahni Yogesh : Personal Management and industrial Kalyani
Publishers,
Kumar New Delhi.
Websites
www.hr.guide.com
www.nandipipes.com
www.hrhub.com
www.google.com

Employee Welfare
SYNOPSIS
TO STUDY ON THE EMPLOYEE WELEAREE IN SUJALA PIPES PRIVATE
LIMITED AT NANDYAL
INTERNAL GUIDE EXTERNAL GUIDE
Introduction
The social sclent The social scientists have noted that the problems of our
contemporary civilization are most marked in highly industrialized societies.
Industrialization has contributed not only to economic & scientific development but
also to social & psychological distress. But what measure do these industries
undertake to relieve this distress &. work for the social u el fare of mankind? This
welfare approach has become necessary because of the social problems that have
emerged as a result of the industrialization in a capitalistic setting. As against these
social problems, many social welfare amenities have been provided for the benefit of
the employees in various industrial units.
INDUSTRY PROFILE
Plastic have become synonymous with modern living. It is undoubtedly a
product which has penetrated extensively in to the common man's life. No wonder the
industry has achieved in term of supply of raw material expansion and
diversification of processing capacities and manufacturing of processingmachinery
and equipment.
COM PANY PROFILE

Employee Welfare
The M/s Sujala pipes (pvt) ltd., was started in 1977 by Sri S.P.Y. Reddy. It was
started with a single unit. Now it is having more than 12 units. It was commissioned
with the objective of catering to the agriculture needs of region. In earlier day tools
used for flow were very ineffective uith high
FINDINGS
It is observed that during the completion of the project work that is in 'Sujala
Pipes Pvt.Ltd';
 Most of the employees are aware of the services provided by the company.
 The employees are satisfied with the benefits provided to them by the
company as compared to other companies
SUGGESTIONS
 To improve the efficiency of the existing welfare sen ice provided in the
company, Social security schemes should be reorganized properly.
 Accidental benefits to the employees should be improved for the injured
employees who are not able to work: company should provide the facility to
their family members to work.
Research Methodology refers to "all of the techniques, methods and
procedures adopted in terminology work to carry out terminology research." The
research at "Sujala Pipes Pvt Ltd" depends on both Primary and Secondary data
sources
OBJECTIVEF THE STUDY
The present study entitled "Employee Welfare" is undertaken with a view to
analyze the gap between promise and performance of the 'Sujala Pipes Pvt. Ltd. as far
as welfare measures are concerned. Moore particularly the objectives are:
1. To study welfare activities provided by 'Sujala Pipes Pvt. Ltd.

Employee Welfare
2. To find out employee satisfaction towards welfare Act.
Primary Data Sources
Primary data was collected through
 Direct personal investigation (Interviews)
 Indirect investigation (Questionnaires)
Secondary Data Sources
Secondary data was collected through
 Books
 Company profile
CONCLUSION:
At last I conclude that the project report undertaken by me is satisfactory and
the work has got very good response from the respondents. Employee welfare in
SUJALA PIPES are very much beneficial. In the process, majority of the respondents
are very positive towards the facilities.

Introduction To Employee Welfare

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Introduction To Employee Welfare

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Employee Welfare

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Labour welfare also defined to as betterment work for employees, relates to

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 The purpose of providing welfare amenities is to bring about the development

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2. When an employee joins on industry, he has to work in and entirely strange

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The scope of labour or employee welfare, however, can not be limited to

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1.1 THEORITICAL BACK GROUND

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 An accidents occurs only as a result of unsafe conditions or unsafe act or both.

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There are two types of objectives associated with safely training:

 To develop safety consciousness among employees and build up favorable

 To ensure safe work performance on the part of each employee by developing

 Safety training may be provided in the areas of dealing with hazardous

Safety administration involves those activities through which safety

Safety is the responsibility of both management and workers. Management is

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or in the vicinity of the undertakings to enable the persons employed in them to

MERITS AND DEMERITS OF WELFARE MEASURES:

 Welfare may help minimize social evils, such as alcoholism, gambling,

TYPES OF WELFARE ACTIVITIES:

Welfare measures into two broad groups, namely:

1. Welfare measures inside in the work place; and

2. Welfare measures out side the work place.

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3. Each group includes several activities.

1. Welfare Measures inside the Work Place

i. Conditions of the Work Environment

 Neighborhood safety and cleanliness; attention to approaches.

 Housekeeping; up keeping of premises-compound wall, lawns gardens, and so

 Workshop sanitation and cleanliness; temperature, humidity, ventilation,

 Control of effluents Notice boards; posters, pictures, slogans; information or

a. Urinals and lavatories, wash basis, bathrooms, provision for spittoons;

b. Provision of drinking water; water coolers.

c. Canteen services; full meal, mobile canteen.

iii. Workers' Health Services

iv. Women and Child Welfare

vi. Workers Recreation,

vii. Employment Follow-up

viii. Economic services:

a. Co-operative, loans, financial grants; thrift and saving schemes; budget

ix. Labour-management participation

 Formation and working of various committees, that is, works committee,

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 Workmen's arbitration council.

Reading room, library, circulating library, visual education; literary classes,

 Water, sanitation, waste disposal.

 Roads, lighting, parks, recreation, play grounds.

 Schools: nursery, primary, secondary and high school.

 Markets, co-operatives, consumers and credit societies.

 Health and medical services: Dispensary, emergency ward, out-

 Recreation: games; clubs; craft centers; cultural programmes etc,.

 Watch and ward.

 Community leadership development: council elders, committee of

Welfare facilities by the government:

With a view to making it mandatory of employers, facilities for their

Welfare activities by the trade unions: